Updated Gender Equality and Women's Empowerment Plan 2019-2025

2022. The impact of the plan on women in the sector needs to be assessed, and lessons drawn to inform further action whether through mainstreaming or women- focused interventions. Under Strategic Goal Area 2 Accelerated Human Capital Development through Investing in Gender Equality and Women’s Empowerment ➢ Improved health outcomes for women and girls through the implementation of the Responsible Parenthood and Reproductive Health Act (RPRH) which provided access to various methods of contraception; issuance of EO 12 ‘Attaining and Sustaining Zero Unmet Need for Modern Family Planning’ which provided funds and support for sexual and reproductive health commodities and services. ➢ Improved educational outcomes and skills for women and girls with 57 percent female out of 5,360,799 graduates of the Special Training for Employment Program (STEP) which addresses poverty in the informal sector through provision of training and employment. Strategic Goal Area 3 Significant Reduction in Gender-Based Violence and Enhanced Gender Perspective in Justice, Security and Peace ➢ Enforcement of laws on anti-trafficking and VAWC, with 45/81 provinces (56%), 115/145 cities (79%), and 151/1491 municipalities (79%) having established local committees on VAWC. ➢ The NAPWPS 2017-2022 and the Regional Action Plan of the BARMM government are committed to increase women’s meaningful participation in the WPS ag enda and to mainstream WPS commitments into the Bangsamoro Development Plan Strategic Goal Area 4 Expanded Opportunities for Women’s Participation, Leadership and Benefits in Disaster Risk Reduction and Management ➢ Gender analysis preparatory to the nationally determined contributions (NDC) Support Program and Gender Action Plan in 2021 (by the Climate Change Commission) integrates gender equality considerations in the NDC processes of the Climate Change Adaptation and Mitigation sector agencies ➢ Established women-friendly spaces in evacuation centers and the accessibility of appropriate services for GBV victim-survivors included in the National Disaster Response Plan (NDRP), and cascaded in NDRPs for various hazards - Earthquake and Tsunami, Hydrometeorological Hazards, and for Management of the Consequence of Terrorism-Related Incidents. Strategic Goal Area 5 Expanded opportunities for Women’s Participation, Leadership and Benefits in Science, Technology and Innovation, ICT, Infrastructure, and Energy ➢ Women in MSMEs assisted with technological innovations to improve their products, services, operations and increase their productivity and competitiveness ➢ Increased awareness of women and girls about Cyber bullying and Online Sexual Abuse, an emerging issue which was observed to have tremendously increased during the pandemic and which victimizes women and girls online. Strategic Goal Area 6 Enhanced Women’s Participation, Leadership and Benefits in Politics and Government Service 18 ➢ Various COMELEC resolutions incentivize political parties that promote women’s participation and leadership; promotion of women’s participation in public life and decision making. ➢ Issuances of the Civil Service Commission including civil service examination-related policies that address issues faced by women in marginalized groups. ➢ Gender-responsive capacity development programs through Civil Service Institute ➢ Reforms in the recruitment system that accelerated appointment of qualified women to leadership positions in government ➢ Improved gender-responsive budgeting strongly supported by the Commission on Audit which continuously provides guidance on the mandatory annual audit of GAD funds and capacity building of its auditors. ➢ Progress on gender data and statistics • Establishment of the Inter-agency Committee on Gender, Children and Youth Statistics which serves as the coordination mechanism on gender statistics that ensures an efficient workable scheme towards the production, dissemination and archiving of statistics on gender, children and youth. • Conducted new surveys to produce national baseline information on specialized topics such as time use, gender-based violence, asset ownership, poverty, and disability Illustrating Possible Alignment Between the Updated PDP and the Updated GEWE Plan To facilitate alignment between the Updated PDP and the Updated GEWE Plan 2019-2025, relevant gender equality issues that have been identified in the chapter matrices are indicated below for each of the five major programs designed to build the resilience of individuals, families, businesses, and society under the PDP. Recovery and Resilience Programs of Government Relevant Gender Equality Issue/GEWE Chapter (Updated PDP 2017-2022) Health System Improvement GEWE Chapter 4 Health • Disrupted provision of comprehensive reproductive health care services for pregnant women and adolescents • Alarming increase in teen-age pregnancy • Inadequate maternity protection for women in the informal economy • Need to intensify response to GBV including addressing the psychosocial and emotional trauma among widows of suspected drug users and fallen journalists • TB kills more women per year than all causes of maternal mortality combined (link to MMR) GEWE Chapter 3 Labor and Employment • Occupational safety and health issues among women in the informal economy Food Security and Resiliency GEWE Chapter 2 Agriculture, Fishery and Forestry • Hunger due to loss of job and livelihood among women in most affected sectors and women in the informal sector 19 Recovery and Resilience Programs of Government Relevant Gender Equality Issue/GEWE Chapter (Updated PDP 2017-2022) • Women are potentially at risk from the economic fallout brought about by the COVID-19 pandemic as they comprise the majority of those in the informal economy – low paying, tied to daily/hour payment scheme, seasonal nature of work, and outside of social protection coverage. • 2.7 million women classified as food poor are the most exposed to the risks of poverty and hunger as they also belong to the markers of those most vulnerable - residing in rural areas, farmers and fishers, self- employed and unpaid family workers • Increased unpaid domestic and care work hours • Need to support women’s businesses in the informal economy in agriculture to enable them to access credit, market and other productive resources • Need to promote new models of enterprises such as “Social and Solidarity Economy” concept into government livelihood programs and enterprise development for sustainability, resilience and decent work objectives Learning Continuity GEWE Chapter 5 Education • Heightened risk of sexual and gender-based violence (SGBV) and early pregnancy among adolescents • Increased vulnerability to online sexual exploitation • Increased psychosocial stress and mental health issues among girls and adolescents • Digital divide may leave behind the learning continuity needs of poor girls and women in geographically isolated and disadvantaged areas Digital Transformation GEWE Chapter 10 Science, Technology and Innovation and Information and Communication Technology • Need to ensure women’s access to and benefit from advances in information and communication technology such as to “fintech” or the use of technology to deliver financial services and products to consumers including in the areas of banking, insurance, investing • Informal business operators in rural and urban communities require digitalization and installation of “digital hubs” in rural communities as per the DICT road map Regional Development (Balik GEWE Chapter 3 Labor and Employment Probinsya Bagong Pag-Asa • Absence of national wage law is raised by labor sector Program) as a constraint to the program • Need to encourage private sector employers to support parents in managing both their work and increased care responsibilities at home 20 Recovery and Resilience Programs of Government Relevant Gender Equality Issue/GEWE Chapter (Updated PDP 2017-2022) GEWE Chapter 4 Health and Chapter 5 Education • Women’s groups raise the issue of inadequate health and education facilities in the provinces For increased efficiency and effectiveness, agencies are enjoined to guarantee that the gender issues are considered and addressed in the continuing implementation of these programs. 21 PART II UPDATED GEWE PLAN 2019 – 2025 STRATEGIC FRAMEWORK The Updated Philippine Development Plan 2017-2022 maintains its long-term vision of “Isang matatag, maginhawa, at panatag na buhay para sa lahat”. In addition, the Updated PDP responds to the emergence of new threats to the country’s growth prospe cts and guides the transition towards economic recovery. Similarly, the Updated GEWE Plan 2019-2025 maintains the same vision for a gender equal society where women’s participation, leadership, and benefit from all development sectors are ensured. This is in accordance with what a multitude of women’s rights organizations and civil society organizations collectively envisioned in 1995 during the formulation of the PPGD 1995-2025 and reiterated and reinforced by the time-slice framework documents that have been developed thereafter. The Updated GEWE Plan 2019-2025 supports the strategies espoused under Chapters 8 on Expanding Economic Opportunities in Agriculture, Forestry, and Fisheries (AFF) and Ensuring Food Security, and Chapter 20 on Ensuring Ecological Integrity, Clean and Healthy Environment of the Updated PDP 2017-2022. For example, alignment between the two plans is exemplified through the following: • enhancing the capacity of the government to address the multidimensional risks arising from natural hazard events, including biological hazards, which also highlight gender considerations in climate change adaptation and mitigation and disaster risk reduction and management (CCAM-DRRM) actions; • expanding access of farmers and fisherfolk to economic opportunities; • enhancing the capacity of farmers and fisherfolk through the provision of AFF -related training; and • increasing access of small farmers and fisherfolk to land resources and formal credit/financial programs. In addition, the priority strategies provided in Chapter 10: Science, Technology, Innovation, and Information and Communication Technology (STI and ICT) of the Updated GEWE Plan 2019-2025 are relevant in advancing the role of women in the STI and ICT sectors and consistent with the objectives outlined in Chapter 14 of the Updated PDP 2017-2022. These are some examples of the alignment between the two national government plans. It is expected that through this alignment and the established institutional mechanisms for GAD action, the country can move more quickly towards gender equality and women’s empowerment and the achievement of the SDGs, especially Goal 5 on Gender Equality. A gender equality guiding plan for formulating the agency GAD Agenda and the annual GAD Plan and Budget, national government agencies, local government units and all government instrumentalities are encouraged to use the GEWE Plan as reference and guide in gender mainstreaming. 22 Framework of the Updated GEWE Plan 2019-2025 Strategies Guidance from the global community stresses that to effectively address the pandemic’s socio- economic impact on women and men from diverse backgrounds, it is important for governments to pursue a dual approach to gender -inclusive recovery38 (OECD, 2020). 38https://w ww.oecd.org/coronavirus/policy-responses/tow ards-gender-inclusive-recovery-ab597807/#boxsection- d1e444 23 Coincidentally, the same dual approach has been the advocacy and strategy of the PCW with the rest of government as it carries out its mandate under the Magna Carta of Women. The dual approach consists of: 1) proactive and targeted policy making and programming to close identified gender gaps and level the playing field for men and women (i.e., targeted actions or gender-focused); and 2) ensuring that government action does not inadvertently reinforce existing gender stereotypes and inequalities through mainstreaming gender-inclusive considerations in designing policies, programs, and projects. In addition, highlighted across the various chapters of the Updated GEWE Plan are the following new and reformulated strategies: • Ensure women’s equal representation in all COVID-19 response planning and decision-making. • Drive transformative change for equality by addressing the care economy, paid and unpaid; government will advocate and encourage the private sector employers to explore provision of various childcare options to working parents in essential services, like health care; explore ways to provide direct financial support to workers who must take leave to care for children (or support employers who offer paid leave for this); and adapt telework and flexible work requirements to enable workers to combine paid and unpaid work. • Target women and girls in all efforts to address the socio-economic impact of COVID-19. • Ensure that all policy and structural adjustments aimed at recovery go through robust gender and intersectional analysis, so that the differential effects on women and men can be assessed and addressed. • As much as possible, use sex-disaggregated data and gender-based analysis in all sectors when crafting and developing policies and programs for resilience and recovery. • Further enhance government support to women victims of violence and ensure that service providers work together, share information, and think carefully about how to support victims when their means of communication may be closely monitored by the abuser whom they live with. • Address income insecurity and ensure that women who have been hardly hit by the crisis, including women in the informal economy, will be targeted. Support needs to focus on both workers and micro and small business owners and their businesses. • Ensure that risk response plans and global value chain recovery plans are more inclusive and contain more protection measures for women and other vulnerable groups. • Proactively prepare to address the potential job losses caused by automation, digitalization, artificial intelligence, and other emerging technologies that could add to the losses due to the COVID-19 pandemic. • Address the issues faced by women micro-entrepreneurs during emergencies: i) lack of access to transport their raw materials / products from / to suppliers and buyers; ii) limited to no access to other market platforms to sell their products; iii) unavailable and limited knowledge to develop business continuity / disaster resiliency plans; iv) limited to no access to essential services and su pport to 24 entrepreneurs and their workers; and v) lack of access to programs and services to rehabilitate their business. • Raise public awareness particularly among private institutions like banks and other financial institutions to remove biases and other procedural constraints to women’s access to capital • Introduce policies that would ensure equal access of women to leadership and decision-making positions • Ensure participation of women in local councils including agriculture -related organizations or associations for their voices and experiences to be considered in local development planning and to link them to information on programs and services • Regularly assess the outcomes of programs as to how and whether they are effectively lifting women out of poverty • Enhance the recognition of IP women’s ownership and access to land and resources as an enabling factor in advancing and sustaining indigenous women’s roles and livelihoods in the light of recovering from the pandemic and achievement of the SDGs. • Explore other sustainable nature-based income sources to discourage migration for labor while reducing population pressure in the urban and industrialized centers. • Support the improvement of existing traditional production and storage of food staples of IP communities and nutrition systems. • Broaden the scope of ongoing conditional cash transfer/cash-for-work programs to create income generating activities for displaced workers; these activities should be supportive of local agricultural growth (i.e., farm to market/irrigation building or rehabilitation) while equally building community climate resilience, i.e., reforestation and restoration of degraded lands. • Focus and give special attention to the especially precarious situation of women OFWs who have returned because of the pandemic • Address gender-related barriers to Tuberculosis (TB) prevention, diagnosis, and treatment since the disease is a leading cause of maternal deaths • Need for the education sector to give priority attention to the following emerging gender issues that could be addressed through the comprehensive sexuality education that is mandated by the RPRH law: o heightened risk of sexual and gender-based violence (SGBV) and early pregnancy among adolescents o increased vulnerability to online sexual exploitation o increased psychosocial stress and mental health issues of girls. • Establish partnerships between shelter agencies and other national and local governments, civil society, and private sector for the attainment of affordable and gender-responsive housing • Develop credit and finance options to support the housing needs of low-income women and their families. • Address the alarming decrease in reporting of GBV and the documented accounts of breakdown in the referral mechanisms (during the pandemic) • Support the justice-related needs of women left behind as widows by suspected drug users and fallen journalists (DOJ, DSWD, CHR, PNP) • Intensify actions that include women’s participation in preventing violent extremism • Mobilize the support of progressive men to be part of the action in support of women, peace and security overall, and in addressing gender-based violence in armed conflict and conflict vulnerable areas. 25 • Undertake impact analysis of various plans, and the interventions to implement them, to ascertain their contribution to strategic outcomes for women and girls • Pay closer attention to excluded groups, including women with disabilities and minorities, and focus on innovations in low and medium level technologies • Provide technology and innovation support for MSMEs and entrepreneurs affected by the COVID-19 crisis • Strengthen and support feminist networks; female and male politicians need to be informed of and be accountable to gender and social justice movements and networks • Encourage political parties to make dedicated funding available to female candidates • Encourage party leaders to ensure gender balance when recruiting qualified candidates. • Maximize the potential of women in government service in achieving gender- responsive governance • Develop a private sector strategy that would assist in promoting a culture of gender equality and ending discrimination Guiding principles In addition to the guiding principles elaborated in the GEWE Plan 2019 -2025, the updated Plan and its results matrices adheres and adapts the global recommendations on policy coherence for sustainable development 39, a comprehensive standard to support policymakers in achieving the 2030 Sustainable Development Goals (SDGs). The same standard principles, organized under three main pillars as shown in the table below, apply to policy and action coherence for gender equality and women’s empowerment. The principles and how the situation in GEWE action and advocacy in the Philippines fare against each one is presented in the table below and will serve as checkpoints to how well the collective action by government and other stakeholders are coming together to produce the desired results and impact. Principles for Promoting Policy and Action Coherence for Gender Equality and Women’s Empowerment Principle Philippines Benchmark (as of 2020) and Moving Forward Pillar 1 Vision and Leadership

1. Political Commitment The policy and legal framework for gender equality and and Leadership women’s empowerment is well developed and is one of the biggest achievements of women’s advocacy and action in the Philippines. The legal framework significantly contributes to increased awareness among political leaders and decision-makers in government and in the private sector. Given that 2022 is an election year, the PCW and its network of advocates in government will readily engage with key stakeholders in ensuring that the whole-of- government approach to action for GEWE is reiterated and will continue to be strengthened. The PCW and oversight 39 https://w ww.oecd.org/gov/pcsd/oecd-recommendation-on-policy-coherence-for-sustainable-development.htm 26 Principle Philippines Benchmark (as of 2020) and Moving Forward agencies such as the Commission on Audit, Commission on Human Rights, Civil Service Commission and the NEDA are committed and will play key roles as mandated by the Magna Carta of Women.

2. Strategic Long-Term The Philippine Plan for Gender Responsive Development Vision 1995 - 2025 and the Gender Equality and Women’s Empowerment Plan 2019-2025 and its updated results matrices continue to serve as guideposts for all in government including at the sub-national, regional, and local government levels. The SDGs, particularly SDG 5, and SDG 8 (for women in the informal economy) further strengthen the articulation of the long-term vision for women and girls.

3. Policy Integration The Philippines’ strong legal framework and strategic long- term vision have created an enabling climate for policy integration where GEWE is integrated into sectoral policies. Encouraging efforts are being undertaken such as the National Anti-Poverty Commission -Workers in the Informal Sector “Roadmap for Enterprise Formalization” which incorporates issues of women workers in the sector. Other examples include the various disaster risks plans that have endeavored to integrate the perspective and experiences of women. However, more work is needed for gender and intersectional analysis to be routinely or systematically undertaken as part of policy and program development. The PCW and other oversight agencies of the government such as DBM, COA, CSC, and NEDA will continue working towards policy integration towards GEWE through the budget process. The PCW will continue to lead in providing technical assistance in gender analysis, GAD planning and budgeting and further develop supporting tools, such as guidelines or regulations, as well as coordination mechanisms for government agencies to align their mandates, policies, and sectoral objectives with broader inclusive and sustainable development goals. Technical assistance will continue to be provided to agencies for better clarity on how to use the mandatory 5 percent GAD budget to help make the rest of the 95 percent of agency budgets fully responsive to the needs of women and girls. Pillar 2 Policy Interactions

4. Whole-of Government The gender and development actions and advocacies Coordination through the years have accomplished significant achievements related to this principle. These include the established focal point system in all government agencies, 27 Principle Philippines Benchmark (as of 2020) and Moving Forward GAD budget policy and its implementing tools, strong support from the Commission on Audit for compliance, and regular stakeholder consultations and assessments led by the PCW. Moving forward, the PCW and the sectoral agencies of government will continue to build the capacity in public administration for GEWE, and in aligning training strategies and programs for public actors with the principles and integrated nature of actions for GEWE.

5. Subnational engagement Appropriately engaging sub-national levels of government to promote coordinated actions and enhance coherence across levels of governments for gender equality and women’s empowerment is the big challenge since the PCW does not have any subnational presence. It has, however, established regional GAD councils that provide coordination of GAD efforts at the regional level. Given the Mandanas-Garcia Ruling and the concomitant increase in IRA for LGUs, the PCW in cooperation with DILG, DBM, and other relevant national agencies will provide the policy guidance including necessary tools and guides for the allocation of increased IRA for GAD planning and budgeting that are suitable to LGUs. In partnership with the DILG, concrete steps for localizing the GEWE plan through translation to LGU GAD plans and budgets will be prioritized.

6. Stakeholder engagement Engaging stakeholders outside of the government to sustain broader support for GEWE needs to be established and maintained on a regular basis. While there are representations of the different sectors of women in the PCW Board, there is a need to operationalize a system for reaching out to the marginalized and vulnerable groups of women in order to advance inclusive social and economic development, and work with stakeholders to raise public awareness and mobilize support. Pillar 3 Impact

7. Policy and financing This is a principle that has not been given much attention. impacts An impact analysis of the use of the GAD budget and implementation of the GEWE plan needs to be undertaken.

8. Monitoring, Reporting While there is an annual reporting by national government and Evaluation agencies on GAD, this needs to be made more systematic and to be reporting against the targets in the GEWE Plan. 28 Principle Philippines Benchmark (as of 2020) and Moving Forward It is important to ascertain whether and how the GAD budget is facilitating policy coherence for gender equality. Collection, mainstreaming, and use of gender statistics is a necessary requirement to effectively monitor, report on progress and evaluate impact of the GEWE Plan on women and girls. In this connection, the PCW, in cooperation with the Philippine Statistics Authority, relevant agencies and the DILG (for LGUs) will continue to build on the progress that has been achieved on gender statistics. Framework on Gender Statistics. The PCW spearheads the advocacy and action towards a more systematic collection of sex-disaggregated data and gender statistics. In 2019, it launched the Compendium of Gender Equality and Women’s Empowerment (GEWE) Indicators.40 Known as the Compendium, it is a compilation of pre-selected but wide-ranging list of indicators based on a sectoral and thematic framework for measuring the results of GEWE initiatives in the Philippines. The Compendium forms part of the PCW’s results-based monitoring and evaluation system on GEWE and was developed in consideration not only of the country’s need to report on progress related to the implementation of the Magna Carta of Women, but also of its reporting obligations to international commitments such as the Convention on the Elimination of All Forms of Discrimination Against Women, Beijing Platform for Action, and the Sustainable Development Goals. Following a results-based approach, the GEWE indicators are organized according to a hierarchy of GEWE results to give premium to results that produce the most desirable benefits for women and girls such as enhanced empowerment of women and elimination of gender disparities between women and men. The empowerment of women which is translated to women’s greater participation and voice in decision-making as well as women’s enhanced material well-being and status is crucial to attaining gender equality in social, economic, political, and cultural aspects of life. Thus, gender equality and women’s empowerment are key results leading to the desired impact of an improved quality of life among women and men, girls and boys. This is the framework that underpins the construction of GEWE indicators across the hierarchy of results. The Compendium presents the GEWE indicators in five strategic areas, namely: Women’s Social Development Rights; Women’s Economic Empowerment; Gender in Security, Justice and Peace; Gender-Responsive Governance; and Gender in Environment and Climate Change. Under these goal areas, GEWE indicators are further clustered into 17 key sectors and thematic areas. These are specific indicators recommended for each thematic, sectoral or priority area at different levels of results (be it at the impact, outcome or output level) that will be considered in gender mainstreaming. But while the compendium of GEWE indicators is developed to be as comprehensive and as wide-ranging as possible, the reference document does not presume to cover all indicators that would be needed to monitor gender equality and women’s empowerment in every situation, context, policy or commitment. The choice of the GEWE indicators to be prioritized for inclusion in the agency’s GAD agenda, GAD plan and budget, or any GAD program, project or activity rests on the agency’s mandate and functions and will vary depending on the feasibility of data collection and other resource constraints faced by the agency. 40 https://pcw .gov.ph/compedium-of-gew e-indicator/ 29 The Compendium is composed of two Volumes. Volume I is the compilation of thematic and sectoral GEWE indicators at the impact, outcome, and output level of results while Volume II provides for every GEWE indicator an indicator code as well as indicator description, data sources, frequency of data collection and statistical methods of data collection. While the Compendium provides guidance on data collection, some degree of M&E expertise and services may still be required to assist in the preparation of an M&E Plan, in the design of tools and instruments on sampling, data collection and analysis as well as reporting on the results of GAD-related M&E. Currently being undertaken by the PCW and the PSA, with assistance from the UN Women, is the development of guidelines on the establishment and maintenance of GAD statistical database. With the approval of the rest of the member agencies of the Inter-agency Committee on Gender, Children and Youth Statistics (IAC-GCYS), the guidelines will be adopted through a PSA Board Resolution. Moving forward, the PCW will seek the cooperation of the DILG in providing clarity and guidance on how to implement Executive Order No. 13 41 which mandates that data collection and data governance, including appropriation of funds related thereto, shall be devolved functions to LGUs. The Compendium and the forthcoming guidelines from the PSA will provide the overarching framework for the generation of gender statistics for planning and decision- making both at the national and sub-national levels. 41 On the Full Devolution of Certain Functions of the Executive Branch to Local Governments, and Creation of a Committee on Devolution 30 PART III UPDATED GEWE 2019-2025 RESULTS MATRICES The Gender Equality and Women’s Empowerment Plan 2019-2025 guides national government agencies and their attached entities, and Local Government Units in formulating their agency Gender and Development (GAD) Agenda and annual GAD Plan and Budget. Each of the seven strategic goal areas for gender equality and women’s empowerment is addressed through sectors (chapters) that contribute to the achievement of the goals. The organization of the chapters facilitates government agencies’ identification of where their main responsibilities are in the plan. However, sectoral agencies are cognizant that given the multisectoral nature of gender issues, they have responsibilities as well in other chapters, although leadership for it may rest with another agency. Gender equality work requires stakeholders to work together and harmonize approaches for more effective results. Each chapter in Part III includes a table that summarizes for the sector or theme: i) the gender equality issues, ii) corresponding results or outcomes, iii) indicators to track progress in the achievement of the outcome (including baseline and targets, as data allow), iv) strategies, and v) the agencies responsible for the delivery of the outcomes. The process of updating provided the opportunity for agencies that have responsibility for a chapter to review progress towards outcomes, identify facilitating factors and lessons from their implementation of programs and projects, and provide baseline information for a few indicators for which new data have become available. A few of the chapters have unchanged scope (in terms of the matrix elements), a few introduced new or emerging issues with corresponding outcome, targets and strategies, while others introduced refinement to the statement of gender issues and outcomes or added new strategies. Substantive inputs and recommendations from CSOs and women’s organizations informed the identification of new and practical strategies that the various sectors could adopt. 31 STRATEGIC GOAL AREA 1 Expanded Economic Opportunities for Women 32 CHAPTER 1: TRADE, INDUSTRY AND SERVICES The COVID-19 pandemic has long-term economic repercussions that are likely to disproportionately affect the productive lives of women compared to men. Th e specific needs and contributions of women as workers, business owners and entrepreneurs must be better understood and addressed when developing measures to reactivate the economy. All aspects – from accessing financial rescue packages, credit, and unemployment benefits to removing barriers for women to perform higher-skilled and better-paid jobs – should be considered for the economic recovery to be effective, inclusive, and sustainable. 42 The manufacturing sector around the world has been one of the hard est hit by the COVID-19 outbreak and ensuing containment measures. Most manufacturing industries were not considered essential except for food processing; thus, businesses were forced to close or reduce their activity. Cuts in payments, order cancellations, shortages in the supply of inputs and raw materials, and restricted transport modalities along global value chains have undermined production and brought factories to a standstill. Millions around the world have become unemployed because businesses had to close or severely restrict their operations, leaving especially those in low-skill and low-income positions, many of which are held by women, in situations of even higher economic difficulties. Women in the Informal Economy Self-employed and workers in the informal economy, who are often suppliers of manufacturing firms, have also been forced to halt their activities, thus undermining their livelihoods, and leaving them with little or no social protection to fall back on. Ninety-three per cent (93%) of the world’s informal employment is in emerging and developing countries. Women are more exposed to informal employment in most low-and lower-middle income countries and are more often found in the most vulnerable situations.43 They are overrepresented in sectors hardest hit by the crisis (42% compared to 32% of men globally).44 Significantly, ILO Recommendation 204 recognizes that the human face of informality is female.45 It also serves as an international legal framework for the informal economy with its twelve ‘guiding principles’ establishing the labor standards to assist governments around the world transition the labor force from the informal to the formal economy. In the Philippines women in the informal economy are mostly found in small home businesses, contractual jobs in the manufacturing and service sectors, and other underdeveloped sectors of the economy. They are the street vendors, unregistered domestic workers, unpaid contributing family workers, and manual workers in informal micro businesses. As women, they face, more particularly, some of the factors of informality including discrimination, lack of access to economic resources, to property, to financial and other business services, as well as the greater need to combine family and work responsibilities. 42 https://trade4devnew s.enhancedif.org/en/op-ed/industries-post-covid-19-gender-responsive-approach-global- economic-recovery 43 See ILO Report at https://w ww.ilo.org/global/about-the-ilo/new sroom/new s/WCMS_627189/lang-- en/index.htm#:~:text=The%20report%20show s%20that%2093,over%20740% 20million%20are%20w omen. Cited in CHR Report, Women and Informality. A Situation Report on Women in the Informal Sector, 2021. 44 Trade For Dev New s, op. cit. 45 See Special Report: Informal Economy at https://w ww.wiego.org/publications/special-report-informal-economy. Retrieved on 04 April 2021, cited by CHR, Women and Informality, A Situation Report on Women in the Informal Sector, 2021. 33 Women’s rights organizations (WRO) representatives who participated in the updating process stressed that given the job losses associated with the pandemic, there will be a huge expansion in the number of people dependent on the informal econ omy as this has always been the catch basin for most who are not accommodated in the formal labor market. The informal economy plays a crucial role in recovery and resilience building and therefore requires priority attention by government. It is imperative that government and stakeholders in the informal economy devise gender-responsive formalization strategies. For example, unless constraints to women’s access to sources of credit in formal institutions are addressed, or the cost of doing business is reduced, such as by lowering the cost of securing Mayor’s permit, formalization of informal businesses owned by women will continue to be held back. Women and the Global Value Chains Compounding the gendered impact of the pandemic is its timing, happening at the outset of technological upheaval and reorganization of global value chains (GVCs) which has potentially huge implications for gender equality. GVCs and trade have historically contributed to development, poverty reduction and advancements in gender eq uality by providing new opportunities to access higher value markets. The COVID-19 outbreak, however, demonstrates that risk response and GVC recovery plans need to be more inclusive and contain more protection measures for vulnerable groups. Unless GVCs are managed more responsibly and the needs of those losing their jobs during the COVID-19 outbreak are considered, recent gains made in closing the gender wage gap and increasing women’s labor participation in manufacturing especially in developing countries will potentially be reversed. Emerging Technologies and the Fourth Industrial Revolution Another phenomenon poised to cause disruptive changes in industry is the Fourth Industrial Revolution which is characterized by automatization, digitalization, artificial intelligence (AI) and other emerging technologies. A lot of uncertainty remains about which industries and which types of jobs will most pronouncedly feel the impact of these new frontier technologies and innovations. Due to restricted access to education and training, structural barriers and social norms, these types of low-skilled and routine manufacturing jobs are predominantly held by women. As more advanced robots and machines are developed and more widely introduced, there is a concern that they will replace more jobs held by women than by men. Potential job losses caused by automation, digitalization, artificial intelligence (AI), and other emerging technologies could add to those losses already happening due to the COVID-19 pandemic. Thus, it is imperative that policy responses and investments are appropriately targeted, both accelerating technological trends as well as deeply -rooted management practices in GVCs, to avoid further deepening of the existing inequalities between men and women in the production sectors of the economy. The Philippine Business Sector Early data from the Philippine business sector supports the global trends and analysis related to the impact of the pandemic on business. A survey done by the ADB in March 2020 showed 71 percent of the 1,288 micro-enterprises surveyed had temporarily closed with only 24 percent remaining open but with limited operations. 46 Another study supported the observation and indicated that women-led enterprises were the most vulnerable during the pandemic, 46 https://data.adb.org/dataset/adb-philippine-enterprise-survey-covid-19-impact 34 exhibiting bleak prospects for sales and more job cuts compared to enterprises led or owned by men.47 The pandemic has also reduced women’s success in e-commerce in the Philippines, according to a report released by the International Finance Corporation. The report noted that due to the pandemic, the gross merchandise value (GMV) of women-owned businesses in the Philippines declined to 79 percent of men-owned firms from 106 percent pre-pandemic.48 The “Assessment of the Socio-economic Effects of COVID-19 and Containment Measures on Philippine Enterprises, 49 reported that most firms experienced difficulties in coordinating their supply chains leading to shortages in raw material supply and impediments in distribution, shipping, and logistics. These were felt more by the microenterprises and the domestic- oriented firms. Challenges were compounded by majority of firms not having clear and responsive plans for business continuity. The abovementioned issues and challenges were affirmed by a rapid survey conducted by the Supporting Women’s Economic Empowerment (WEE) in the Philippines Project to determine the immediate effects of COVID-19 on women micro-entrepreneurs (WMEs) across the priority regions of the project. 50 Results of the study show that majority of the WMEs have temporarily suspended their business operations and have already terminated workers, resulting in loss of income for both parties. Among the challenges experienced by the WMEs include: i) lack of access to resources to transport their r aw materials / products from / to suppliers and buyers; ii) limited to no access to other market platforms to sell their products; iii) unavailable and limited knowledge to develop business continuity / disaster resiliency plans; iv) limited to no access to essential services and support to entrepreneurs and their workers; and v) lack of access to programs and services to rehabilitate their business. Progress Towards Outcomes In 2020, the total number of registered business enterprises was 957,620; of th ese, 99.1 percent (952,969) were MSMEs. More particularly, micro-enterprises constituted 89 percent (850,127) of total MSMEs followed by small enterprises at 10 percent (98,126) and medium enterprises at 0.49% (4,716). For the same year, the Department of Trade and Industry (DTI) 47 Igarashi, Takiko,et al. Evolving Impacts of the COVID 19 Pandemic in Micro, Small and Medium-sized Enterprises in Asia. Asian Development Bank Institute, No. 1286, Sept. 2021. 48 Gross Merchandise Volume is a term used in online retailing to indicate a total sale monetary -value for merchandise sold through a particular marketplace over a certain time frame. GMV includes any fees or other deductions w hich a seller might calculate separately. Ordinario, Cai. Covid-19 negatively impacted w omen entrepreneurs in PHL. Business Mirror. https://businessmirror.com.ph/2021/05/28/covid-19-negatively-impacted- w omen-entrepreneurs-in-phl/ 49 Study conducted by the United Nations Industrial Development Organization (UNIDO), in collaboration w ith the DTI and other partners from government, private sector, the academe, and other development partners. UNIDO. (2020). Assessment of the Socio-economic Effects of COVID-19 and Containment Measures on Philippine Enterprises. Retrieved from https://dtiw ebfiles.s3-ap-southeast- 1.amazonaw s.com/COVID19Resources/Reports/Philippine+SME+Assessment+FINAL+REPORT.pdf 50 The PCW WEE Project is supported by the Canadian government. Project Management Office, Supporting Women’s Economic Empow erment (WEE) in the Philippines Project, 2020. WEE Project Study on the Immediate Effects of COVID-19 to Women Micro Enterprises 35 recorded a total of 916,163 business name registration (new and renewal), 61 percent of which were women. Relevant to the strategic outcome of increasing formalization of women’s businesses in the informal economy is DTI’s focus on MSME development. For example, the 7Ms framework for MSME Development addresses many of the constraints faced by women in growing their businesses. The seven elements of the framework are the following: 1-3. Mindset, Mastery, Monitoring – Strengthen the capacity of MSMEs through mentoring, group and online training (Capacity building and Skills Development) ➢ Negosyo Center Program – Provides women entrepreneurs access to information, support, training, and credit facilities. This is also a one -stop- shop for access to information and business facilitation ➢ Kapatid Mentor Me – Enhances support to MSMEs through the weekly coaching and mentoring by business owners and practitioners themselves on the different functional areas of entrepreneurship ➢ RIPPLES – Aims to expand the supply base of internationally competitive Philippine products and services by extending strategic firm-level interventions to participating companies to enhance their export capacity and competitiveness

4. Machine ➢ Shared Service Facilities – Provides affordable, cost effective, and accessible innovative technologies (Access to Technology)

5. Money Access – Streamlining loan processes for MSMEs; Incentivizing financial institutions; and Equipping MSMEs with knowledge to avail of formal fina ncial services (Access to Capital) ➢ Pondo sa Pagbabago at Pag-asenso– A microfinance program in cooperation with SB Corp Connecting MSMEs to micro finance institutions (MFIs) to access financing for business start-up or expansion ➢ COVID_19 Assistance to Restart Enterprises – A specialized financing program to assist MSMEs to recover from business losses from the effects of the public health emergency

6. Market Access - strengthen value, supply-chain linkages and provide market matching available for MSMEs (Access to Markets) • One Town, One Product and Go Lokal! - Strengthens value and supply- chain linkages; and provides timely, accurate, and inexpensive market matching available for MSMEs

7. Model of Business - Franchising, Distributorship, and Skills Training – Simplify and harmonize MSME-related regulations at the local and national levels (Leadership and Management) Towards the goal of improving the sustainability and growth of women’s businesses were targeted programs and services for COVID-19 affected MSMEs, three of which had a special focus on women, include the following: 36 Programs and Description and Progress Services COVID-19 The Small Business Corporation under the guidance of the DTI Assistance to Restart has set up a P1.6 billion Enterprise Rehabilitation Financing facility Enterprises (CARES) to support micro and small businesses affected by the economic impact of the crisis. The microfinancing program of the SB Corporation, which usually offers loans ranging from PhP5,000 – PhP200,000 with a minimal interest rate of not more than 2.5% per month with no collateral requirement, will extend its service to small enterprises. Under the CARES program, micro enterprises with asset size of not more than PhP3.0 million may borrow PhP10,000.00 up to PhP 200,000.00 while small enterprises with asset size of not more than PhP10 million may borrow a higher loan amount but will not exceed PhP500,000. Those availing of the loans can pay in 30 monthly installments with a grace period of 6 months. The interest rate is about 2.2 percent per year. As of October 2020, over 20,403 applications and a total of Php 1.1 billion worth of loan has been approved, reaching 1,600 municipalities nationwide. A total of PhP 571.5 Million worth of loan has been successfully released. E-Peso Project Supported by the USAID, the project enables the Philippine government’s transition from cash and checks to electronic payments for broader-based economic growth and financial inclusion. In addition, the project focuses on connecting women entrepreneurs to the digital economy and seeks to enhance Filipina entrepreneurs’ access to markets by equipping them with knowledge and tools to become effective online sellers. It views digital connectivity as key to increasing women’s economic empowerment as business owners in an ever-expanding digital world. Through the initiative, women entrepreneurs are recognized as agents of innovation and change, whose contributions will bring the country towards digital connectivity, and help rebuild livelihoods, as the Philippines economy re-opens, geared towards a better normal. CTRL + Biz Reboot As means to sustain provision of enterprise skills development Now! training and mentoring amidst quarantine regulations, DTI launched CTRL + Biz Reboot Now Program. It provides Webinars on e-commerce to help MSMEs transform their businesses digitally. E-learning topics seek to enhance the entrepreneurial skills, especially of the youth through masterclasses and panel discussions on online business registration, scaling-up and automating business operations, e-payment and e-banking, online marketing and e-commerce platforms and tools. The program received overwhelmingly positive response from beneficiaries, generating over 6,000 Zoom attendees, and 73,000 Facebook livestream viewers during the first webinar sessions. 37 Programs and Description and Progress Services Gawang Pinay As a response to marginalized MSMEs’ difficulty in accessing Online Trade Fair markets, DTI launched the Gawang Pinay Digital Store, an online marketplace for women-led enterprises in partnership with UnionBank Global Linker, and features 89 women-led Micro, Small, and Medium Enterprises (MSMEs) from different regions of the country. Products on sale include processed food and beverages, gifts and souvenirs, houseware and décor, fashion accessories, wearables, specialty, heirloom, food, health and wellness products and goods. These products have undergone value-adding and transformation through various services of DTI programs. The trade fair ran from August 24 to September 30, 2020. Basic Deposit Designed to promote financial inclusion, the basic deposit account Account of the enables Filipinos, especially the unserved and underserved, Bangko Sentral ng {many of whom are women} to receive and make payments, as Pilipinas Program well as have a facility for store of value. It will have the basic functionalities that will characterize ease, accessibility, convenience, and reasonable cost for both banks and customers.51 The program features i) issuing of ATM cards that can be used for purchase and payment of bills, ii) for individuals without identification cards, a certification from the Barangay is acceptable to open an account, iii)) minimum deposit of P100 upon opening of account, and iv) no dormancy charges. Directly indicating progress towards growth of women’s businesses is the increasing renewal rate of businesses owned by women, from 44 percent in 2019 up to 51 percent in 2020, indicating improved sustainability. The data in the table below shows that the various support programs for MSMEs are reaching women adequately in accordance with the proportional representation required by the MCW, i.e., 40 – 60 percent for either of the sexes. Baseline Progress/Accomplishments • Credit/Finance: In 2017, DTI recorded the following number of women and men with loan or line credit and the corresponding value: Small Business Finance Small Business Finance 1,469 (46%) – female; 1,444 (45%) – male 2019: 195 (47%) – female; 176 (43%) – 9% undetermined male; 10% undetermined 2020: 5,405 (57%) – female; 3,097 (33%) Value of Loan Releases – male; 10% undetermined P 1,384,314,817.07 (40.69%) – female 51 https://morb.bsp.gov.ph/213-basic-deposit-account/ 38 P 1,469,312,780.73 (43.19%) – male Value of Loan Releases P 548,118,295.02 (16.11%) – corporations 2019: P 181,739,728.98 (45.58%) – female P 153,463,034.06 (38.49%) – male 16% - corporations 2020: P 456,850,088.85 (44.34%) – female P 364,515,694.61 (35.38%) – male 20.3% - corporations • Capacity-building / Training: o DSWD - Sustainable Livelihood Program (SLP) 2019-2021: SLP served a total of 265,041 2017: DSWD’s SLP served a total of female beneficiaries 190,718 female beneficiaries o DTI - Product Design-related trainings, Export-related trainings and all other trainings provided by PTTC 2019: 2017: 14,402 (64%) – females trained 34,634 (62%) – females trained 8,062 (36%) – males trained 21,625 (38%) – male trained 2020: 10,519 (62%) – females trained 6,539 (38%) – males trained Towards increasing the participation of women’s MSMEs in global value chains, the DTI provided assistance to men and women business owners through the following programs: DTI Program Number Assisted, 2019 Number Assisted, 2020 Men Women % Men Women % Women Women Export Promo 2,734 4,100 60% 1,386 1,859 57% Int’l Trade Expo/Missions 653 1,033 61% 183 118 39% Domestic Market 171 480 74% 327 772 70% Matching Entrepreneurship Support 581 914 61% 481 697 59% & Dev’t Note the high proportion of women reached by the various programs in 2019, which are all 60 percent and above. However, most likely due to the pandemic, all programs reported decreased reach and lower proportion of women particularly in international trade missions, with women’s participation drastically falling from a high 61 percent in 2019 to 39 percent in 2020. Meanwhile, the PCW’s WEE Project provided empowering spaces to the WMEs through the online support groups which provided mentoring or training that cater to emotional or psychological needs and GAD-related awareness of WMEs and their workforce. The 39 empowering spaces activities provide safe venues for WMEs to share their personal and professional issues and gain insights and support from other WMEs and industry experts. The interventions were further continued to address the low level of confidence of WMEs amidst the pandemic52 which proved to be effective with the increasing level of confidence and getting back on track of operations of the WMEs, especially in 2021. Issues and Challenges To address the concerns of women in the informal economy, their organization53 advocates for the following considerations: i) addressing the high cost of doing business such as by working with LGUs to reduce the cost of securing mayor’s permit as this is the basic first requirement to formalizing informal businesses and which will enable more women to more easily access institutional credit; ii) supporting the formulation of an Executive Issuance for the “Road Map for Enterprise Formalization”, a product of an inter-agency collaboration led by the National Anti-Poverty Commission with the basic sector of informal workers; iii) including in entrepreneurship promotion, the recognition of “one village-one product” as this is more manageable and practical for women in the informal economy; and iv) for ‘model of business’ element to recognize and promote the new and emerging concept of Social and Solidarity Enterprise Model which has been defined by the ILO as a “concept designating enterprises and organizations, in particular cooperatives, mutual benefit societies, associations, foundations and social enterprises, which have the specific feature of producing goods, services and knowledge while pursuing both economic and social aims and fostering solidarity”.54 The updating process provided the opportunity to more systematically and comprehensively assess the vast areas of concern that need to be considered in MSME development from the perspective of gender equality and women’s empowerment. The table below provides a list of gender issues and a menu of possible measures in developing policies, program, and projects in support of women’s micro, small, and medium-sized enterprises. It calls for a comprehensive approach through i) enabling policy and regulatory environment, ii) access to finance, iii) business capacity development, iv) value chain developme nt, and v) stakeholder capacity development. The indicated possible measures provide a comprehensive menu of actions that could inform planning and programming in rebuilding the economy post pandemic in an inclusive and effective manner that unleashes the full potential of women. Gender Checklist for MSME Finance and Development 55 Area of Concern Gender Issue Possible Measures

1. Enabling policies, laws, and regulatory frameworks for women’s MSMEs Gender policy •Lack of visibility of gender •Conduct gender audit of policies and advocacy issues in micro, small, and laws on MSME finance and medium-sized enterprise development, collect sex- (MSME) policies and laws disaggregated data, and develop a gender strategy for the sector 52 Findings of the PCW-PMO Covid-19 Study. Input from WEE Project. 53 The Alliance of Workers in the Informal Economy/Sector 54 https://w ww.ilo.org/global/topics/cooperatives/projects/WCMS_546299/lang--en/index.htm 55 Lifted from ADB’s Gender Toolkit for MSME Finance and Development, 2014. and w hich is included here for a quick reference of key agencies w ith responsibility for this chapter. 40 Area of Concern Gender Issue Possible Measures •Weak gender advocacy •Encourage networking among women’s MSMEs and advocate for more women among policy decision makers. Macroeconomic •Inadequate enabling •Avoid high inflation, consider and sector monetary, fiscal, progressive and fairer taxation, and policies industrial/trade, and sector adopt sector policies that provide policies (particularly favoring incentives to promote women’s larger enterprises) MSMEs MSME policy, *Existence of discriminatory *Introduce MSME policies/strategies laws, regulatory policies, laws, and practices that reduce bottlenecks to women’s framework against women’s MSMEs MSMEs’ entry and growth •Inadequate compliance with •Consider streamlining procedures; core labor standards and adopt online services; and/or reduce insufficient gender equality fees for registration, licensing, tax policy of small and medium- payment, and other formal sized enterprises (SMEs) requirements to address women’s time poverty and avoid harassment •Accelerate compliance with core labor standards and gender-equal policies within SMEs (for women as SME workers) MSME finance • Women’s lack of property •Remove gender-unequal legal and property laws ownership and the provisions on property ownership and regulations resultant inability to meet collateral requirements •Consider banking laws that allow • Insufficient funds availed use of small movable assets as for women’s MSMEs collateral rather than fixed assets • BMBE law is not availed (e.g., secured transaction acts) by women in the informal sector failing in its •Consider affirmative actions by purpose of formalizing financial institutions (FIs) for informal sector earmarking a portion of MSME loans businesses to women’s enterprises • Information on non- collateralized credit programs is not popularized nor posted in conspicuous places in LGUs Commercial •Lengthy and expensive •Consider setting up more small dispute formal court process to claims courts resolutions handle commercial disputes, 41 Area of Concern Gender Issue Possible Measures which is particularly hard for •Avail more affordable legal advisory micro women’s enterprises services for women’s MSMEs

2. Gender-responsive MSME finance Financial products •Limited funds available for •Earmark or set a target for women’s and services women’s MSMEs MSMEs a proportion of credit lines •Inability to meet collateral •Allow other arrangements to replace requirements collateral requirements, e.g., group or third party guarantees, secured •Inability to obtain loans loans, land loans, warehouse without husband’s consent receipts. •FIs’ perception of women as •Set up a legal advisory desk for high-risk borrowers women. •Constraints to scaling up •Encourage formal registration of women’s loan size enterprises, raise FI staff gender awareness, and facilitate recording of •Need for services outside of microfinance credit and repayment MSME lending history. •Need to target women as •Consider hybrid loans, measures to separate customer groups support transition from microfinance to formal FIs, and simplification of loan application procedures. •Offer savings, microinsurance, and other financial services tailored to women’s needs, as well as business development and other training services (or at least referral to such services) •Consider women-only financial products and services (e.g., women’s MSME loans, women-only banks, women-targeted funds) Service outreach •Women’s time and mobility •Consider appropriate branch and marketing constraints locations, online or mobile services, and meeting and training location •Women’s low education and and timing for women customers financial literacy •Use visual aids to explain •Lack of access by women to application procedures and information of available requirements and to simplify finance application procedures. 42 Area of Concern Gender Issue Possible Measures •Lack of understanding *Provide more financial literacy differences of male and education and training for women, female enterprise clients including school curriculum •Conduct information campaigns •Conduct gendered client needs assessments, develop financial products and services tailored to women entrepreneurs’ needs, and develop sex-disaggregated client database Finance •Information of women •Ensure confidentiality of transaction Institutions’ (FI) clients’ transaction details details through staff training and use staff attitude and sometimes being passed to of technology (e.g., debit cards rather corporate culture male family members by FI than passbooks). staff •Conduct series of gender •Lack of gender sensitization sensitization training of FI staff. of FI staff •Ensure FIs adopt and practice •Inadequate gender-equal gender equality corporate policy corporate policy and human including recruiting and promoting resource practices more women as staff and among board members.

3. Business capacity of women’s enterprises Business •Lack of BDS coverage of •Expand BDS for women’s MSMEs, development women’s MSMEs including women-targeted business services (BDS) incubator facilities •Inadequate quality of BDS •Improve BDS content and scope to •BDS insufficient to expand meet special needs of women’s employment opportunities for enterprises, support confidence women building and life skills development, and proactively outreach women to disseminate information of available BDS training. •Governments to ensure that BDS is linked to national competency framework and certification system. Financial literacy •Women’s lack of financial •Provide more financial literacy training literacy resulting in low education and training for women, application for loans including school curriculum 43 Area of Concern Gender Issue Possible Measures Networking and •Need for inclusive and •Strengthen women’s business organizing affordable networking for association and other women women’s enterprises enterprises’ networks to facilitate knowledge exchange and raise voice as an advocacy group Other advisory •Need for other advisory •Consider other advisory support support support such as legal literacy and help desks on formal procedures and dispute resolutions. Technology and •Women’s enterprises’ •Expand ICT infrastructure and infrastructure insufficient access to services, as well as access to mobile information and applications available in local communication technology languages (ICT) and other technology and basic infrastructure vital •Provide women with time-saving for business development technology •Train women entrepreneurs on the use of computer and online services •Combine infrastructure development and women’s entrepreneurship development

4. Gender-inclusive value chain development Value chain •Gendered value chain •Integrate gender analysis as a analysis analysis not regularly regular part of value chain analysis conducted Value chain •Need to look at gendered •Consider supporting infrastructure support needs for value chain: (i) and technology that reduce women’s infrastructure and technology time poverty support, (ii) finance, (iii) skills upgrading, and (iv) marketing *Consider value chain financing and branding instruments that consider needs and constraints of women’s enterprises (e.g., lack of collaterals) •Consider skills upgrading for women in the value chain, both vertical (to nontraditional sectors) and horizontal (upper value chain) Promote social and solidarity enterprise culture in enterprise formalization strategies 44 Area of Concern Gender Issue Possible Measures •Promote women-friendly corporate culture as a way for the value chain branding

5. Institutional capacity development (governments, service providers, civil society organizations) Gender-aware •Institutional stakeholders’ •Conduct gender awareness training and -responsive lack of understanding of to staff relevant to the institution’s service capacity gender issues in the sector function and how gender insensitivity affects their service quality •Collect sex-disaggregated data to provide evidence of gender issues in the MSME sector Gender sensitivity •Lack of gender sensitivity of •Promote adopting an institutional of institutions institutions gender equality policy (on human resources, recruitment, promotion, labor standards, etc.) and more women’s representation in the institutions concerned The natural disasters experienced by the country exacerbated by the COVID-19 pandemic continue to adversely affect businesses and livelihood of WMEs. The changing normal of operating businesses poses big challenge to the WMEs who are embracing the shift to e - commerce56 resulting in decrease in sales and production as well as suspension of market expansions. The PCW-led study on the Immediate Effects of COVID-19 noted the top seven (7) interventions to help alleviate the situations of WMEs that were affected by the pandemic, and these include: 1) access to financing, working capital, or loans, 2) trade fairs and other market matching activities, 3) product assessment and development, 4) e -Commerce training, 5) marketing and branding workshops, 6) access to support groups, and 7) access to a ffordable food certification services. In response, GWP2 the implementing partners 57 provided the following interventions to WMEs in their road to recovery: a. Provision of Semi-Expendable Equipment. This includes provision of communication and production equipment. The communication equipment is used to assist WMEs in attending online webinars, marketing products online, communicating with suppliers and buyers, and improving their online visibility. Criteria were set for WMEs to be considered for the 56 The result of the GWP2 outcome monitoring show ed that 690 or 98.29% out of the 702 interview ed WMEs felt the impact of the pandemic to their businesses. Moreover, 245 or 34.90% of the 702 interview ed WMEs w ere affected by the numerous typhoons that hit Luzon in the latter months of 2020. Most of the WMEs w ere in Regions V and II. 57 The implementing partners of the GWP2 Project include the Department of Trade and Industry (DTI), Department of Agriculture (DA), and Department of Science and Technology (DOST). The project’s NGO partners include the Socio-Economic Development Program Multipurpose Cooperative (SEDMPC), ECHOSI Foundation, Bayan Academy and National Association of Training Centers for Cooperatives (NATCCO). 45 communication equipment. 58 As a result, thirty (30) WMEs who satisfied the criteria received communication equipment as of September 17, 2021. On the other hand, 85 WMEs received production equipment from various partners. The production equipment aims to help WMEs increase their production, sales, and market reach. Certain criteria were also set to qualify for the provision of equipment according to the needs of WMEs. Twenty-five (25) WMEs received multiple pieces of equipment while seventy-three (73) WMEs received one (1) piece of equipment. Some WMEs were also given storage boxes/organizers. Other equipment received were sealing machines, stainless tables, burner or gas stove, coffee grinders, pulverizers, pecolator and food processors. b. Assistance on Online Marketing. This intervention includes capacity building that focus on navigating e-commerce platforms and marketing products online. It also includes improving the skills of the WMEs on online marketing including ICT applications like phone photography, captioning, and online communication etiquette. As a result, the WME users of online marketing platform has more than doubled from its baseline of 116 WME users or about 142 percent higher. c. Support to Trade Fairs and Hauling Services. These included the conduct of and ensuring participation of WMEs in trade fairs that helped increase their sales and resulted to some market linkage.59 The provision of hauling services included aiding WMEs in transporting their products which resulted to sales for the WMEs. 60 58 The criteria include: (1) WME should have access to netw ork signal (4G or LTE); (2) WME should have NO mobile phones or tablets; (3) WME is financially incapable to purchase gadgets; and (4) WMEs are committed to their business goals and have great potential to contribute to project results. 59 Ten (10) WME project beneficiaries joined the trade fairs organized by DTI and DA Region III in Bataan and Nueva Ecija in June and July 2021 respectively. They w ere also partner malls and stores and connected w ith DA’s KADIWA ni Ani at Kita Project. 60 DTI CAR w as able to assist 16 WMEs w ith hauling provisions. Eleven (11) WMEs w ere also assisted in transporting their produce from CAR to Manila. Kibungan Arabica Coffee Grow ers MPC, La Trinidad Arabica Coffee Producers Association, and Tuba Benguet Coffee Grow ers Association w ere able to transport 420 kilograms of coffee products translating to Php 342, 523. 56 sales. 46 CHAPTER 1: TRADE, INDUSTRY AND SERVICES Overall Strategic Outcomes: More women have sustainable and competitive businesses and enjoy higher incomes from entrepreneurship; more women are benefiting from high-growth industry sectors such as ICT, STI; macro-economic policies and FTAs are more responsive to gender issues; and, women are equally aware of their consumer rights and protection Responsible Outcome/ Result Outcome/ Result Strategy Gender Issue Statement Agency Statement Indicator Baseline Target

1. Women-owned/led More women- Percentage of 257,294 (54%) 2025: Monitor the effectiveness of DTI enterprises in the owned/led registered (DTI-RGMS, 2017) 40-60% convergence efforts among DA informal sector are enterprises in the enterprises that are representation of national government agencies, DILG not inclined to informal sector are owned or managed either men or women LGUs and private sector FDA transition to the encouraged to by women (per the MCW) organizations to improve the CDA formal sector transition to business climate for women’s DOLE formalization (through business entrepreneurship (programs permits and licensing include the LGU systems or the New Competitiveness and Ease of Business Name Doing Business with Business Registry) Permit and Licensing System Proportion of agri- 2,740 registered 40-60% as a component) based enterprises enterprises, not yet representation of owned and led by sex-disaggregated either men or women Streamline the requirements women (DA, 2021) (per the MCW) and procedures for business (Farmers and name registration and Fisherfolk Enterprise licensing to enable more Development women to engage in business Information System) Improve program and service delivery to increase compliance of women MSMEs to business regulatory frameworks and standards, e.g. FDA Institutionalize sex- disaggregated data collection and analysis for gender- 47 responsive evidence-based policymaking and program development

2. Difficulty of women to Enhanced capacity Established business 2017 : By 2025, 10% Consider banking laws that DTI sustain and scale up of women to sustain renewal rate, by sex 226,122 (13%) – increase in business allow use of small movable DA their business and scale up their of owner female renewal rate assets as collateral rather than DSWD business 37,218 (18%) – fixed assets (e.g., secured DOST male (Compared to transaction acts) DILG 140,620 (69%) – baseline data that undetermined will be established Consider affirmative actions by for 2019 data) financial institutions (FIs) for (Need to establish earmarking a portion of MSME renewal rate by sex loans to women’s enterprises for 2019) Proportion of women By 2025: 40-60% Ensure FIs adopt and practice entrepreneurs representation of gender equality corporate accessing programs, either men or women policy including recruiting and projects and who access promoting more women as services: programs, projects staff and among board In 2017, DTI and services is members. ▪ Credit/Finance recorded the maintained (per the Allow other arrangements to following number of MCW) replace collateral women and men requirements, e.g., group or with loan or line third party guarantees, credit and the secured loans, land loans, corresponding warehouse receipts. value: Consider women-only financial Small Business products and services (e.g., Finance women’s MSME loans, 48 1,469 (46%) – women-only banks, women- female targeted funds) 1,444 (45%) – male Conduct gendered client Value of Loan needs assessments, develop Releases financial products and services P 1,384,314,817.07 tailored to women (40.69%) – female entrepreneurs’ needs, and P 1,469,312,780.73 develop sex-disaggregated (43.19%) – male client database P 548,118,295.02 (16.11%) – Increase support for corporations sustainable women-led or ▪ Capacity-building 40-60% of either women-managed enterprises. / Training men or women beneficiaries (per the Support capacities of women DSWD - In 2017, DSWD’s MCW) from marginalized groups to Sustainable SLP served a total lead and/or participate in Livelihood of 190,718 female sustainable entrepreneurial Program (SLP) beneficiaries activities Encourage engagement of DTI - Product 2017 : women in sustainable Design-related 34,634 (62%) – business that increase their trainings, Export- female income and enhance their related trainings 21,625 (38%) – empowerment and all other male trainings 49 provided by Facilitate women’s access to PTTC financial and other support services, such as ICT and other business innovation. Intensify the delivery of business development services that address specific challenges of women-owned or operated enterprises Improve BDS content and scope to meet special needs of women’s enterprises, support confidence building and life skills development,

3. Women-owned Women’s businesses Number and In 2017, DTI By 2025: maintained Integrate gender analysis as a DTI businesses tend to be are linked to value proportion of micro, assisted the 40-60% of either regular part of value chain concentrated in chains that are small and medium following number of men or women analysis sectors with lower associated with enterprises (MSMEs) women and men to assisted (per the profit margins and are higher profit margins participating in global participate in global MCW) Support infrastructure and not sufficiently linked value chains value chains: technology that reduce to sustainable VCs disaggregated by sex women’s time poverty of owner Export Promo : 3,269 (59%) – Consider value chain financing female instruments that consider 2,287 (41%) – male needs and constraints of women’s enterprises (e.g., lack Int’l Trade of collaterals) Expo/Missions : 947 (61%) – female Consider skills upgrading for 601 (39%) – male women in the value chain, both vertical (to non-traditional Domestic Market sectors) and horizontal (upper Matching value chain) 599 (69%) – female 266 (31%) – male 50 Entrep Support & Promote women-friendly Dev’t : corporate culture as a way for 1,933 (62%) – the value chain branding female 1,174 (38%) – male Strengthen women’s business association and other women enterprises’ networks to facilitate knowledge exchange and raise voice as an advocacy group

4. Limited awareness Enhanced Number of women 2017 : By 2025, Intensify consumer protection DTI-CPG among women of awareness and and men Consumer Care maintained 40-60% advocacy and consumer their consumer rights understanding of participating in Webinar Series of either men or education activities among consumer rights consumer education 15,088 (67%) – women participating women consumers and among women and information female (per the MCW) entrepreneurs dissemination 7,128 (32%) – male programs Generate more understanding of the impact of prices, and other consumer related issues on women 51 CHAPTER 2 AGRICULTURE, FISHERY AND FORESTRY Situation of Women in the Sector COVID-19 changed the world of work. It is hitting economies and the men and women in the Agriculture, Forestry, and Fisheries (AFF) sector around the world. The initial response to COVID-19 was to preserve people’s lives. However, efforts to contain the virus resulted to decreased economic activity triggering heightened susceptibility of households to revert to a situation of hunger and poverty. Access to jobs, livelihood, and market was restrained due to travel restrictions and transport disruptions further resulting to decreased food demand that pushed prices of commodities including agricultural products downward adversely affecting the economic opportunities and activities of women and men in the agriculture sector. An important development in the AFF sector is the modification in its scope when delivering programs and services, i.e., from purely rural, to include urban centers. Thus, ‘rural women’ in this chapter is changed to ‘women in Agriculture, Forestry, and Fisheries’. During the pandemic, the agencies’ scope of services covers not only the rural areas but also the urban areas. Women in the urban areas, both those who became unemployed due to closures of some businesses and those who closed their livelihood due to the mobility restrictions, were provided with planting materials to ensure their food security and ease the poverty that they are experiencing. Moreover, not all the major activities in the agriculture and fishery value chains take place in rural areas. There are also women farmers, fishers, and agri -preneurs working in the urban areas. The chart below shows the role of women in the AFF value chain further indicating why women in the sector cannot be confined to rural areas. The Value Chain and Major Stakeholders 52 On poverty and hunger. Farmers, fishers and people residing in rural areas consistently exhibited the highest poverty incidence rate from 2015 to 2018. Based on the latest Philippines Statistics Authority (PSA) data, poverty incidence among farmers was 31.6 percent, 26.2 percent among fishers, 24.5 percent among individuals residing in rural areas, and 18 percent among self-employed and unpaid family workers. 61 The 2018 data further indicated that the subsistence incidence for farmers is at 11.6 percent, 8.3 percent for fishers, 8 percent for individuals residing in rural areas, and 6.2 percent for self- employed and unpaid family workers. Subsistence incidence among women is at 5.2 percent representing close to three million women to be classified as food poor (2.7 million). They are the most exposed to the risks of poverty and hunger as they also belong to the markers of those most vulnerable - residing in rural areas, farmers and fishers, self-employed and unpaid family workers - all considered to be the basic vulnerable sub-sectors in agriculture. Poverty incidence and food poverty, aggravated by poor nutritional status and aging, affect the physical capability of women in the AFF to participate in economic activities. Thus, affecting their ability to earn money for their basic needs and contribute in the household and community development. On access to economic resources and opportunities. The COVID-19 pandemic affects poor women, especially those who are residing in rural areas where agriculture is the main driver of the economy. In the agriculture and food value chain, women’s role prior to the pandemic is slightly visible in the production and post-production but highly visible in the food processing/value adding and marketing. Thus, women are potentially over-exposed in the economic fallout brought about by the COVID-19 pandemic as they comprise the majority of those in the informal economy (Figure 1) – low paying (Figure 2), tied to daily/hour payment scheme, seasonal nature of work, and not covered by social protection. 61 Philippines Statistics Authority. 2018. Infographics on the Poverty Among the Basic Sectors in the Philippines. 53 Based on PSA data, the agriculture sector is second to the services sector in terms of employment and in terms of growth rate. 62 It also had the most people having a part-time employment (Figure 3). The AFF sector experienced varying situations during the pandemic. While agriculture and forestry together registered an increase in employment generated by 19 percent, the fishery sub-sector registered one of the largest drops in employment at 21.2 percent or an estimated 300,000 fishers and fish farmers quitting from production and work. 63 Figure 3. Status of Employment, % 62 PSA. Philippine Labor and Employment Indicators. Labor Force Survey. December 3, 2020. 63 Philippine Statistics Authority (PSA). Infographics on Philippine Labor and Employment Indicators. Labor Force Survey. July, 2020. 54 In terms of financial inclusion and social protection measures, there was a pronounced difference in the trend exhibited by men and women. Though women are earning less, more women are saving 64, own an account, save through e-money, and avail of insurance products compared to males. On the other hand, men are more likely to save and invest in institutional entities.65 Outstanding loans of women in rural areas increased from 7.8 percent during the pandemic66 with loan/credit sources considered as informal (e.g., relatives/friends and microfinance/lending organizations)8 with higher interest rate. Data from the Department of Agriculture shows that more than 1.5 million pesos was disbursed as loans in 2020 to some 47,999 borrowers of which about 50 percent or 23,900 are women. Other data on women’s access to economic resources include 32 percent ownership of house; 31.2 percent of certificate of land ownership agreement in their name; 23.09 percent of emancipation patents; and 12 percent of land titles. 67 On multiple burden: decreased working hours and increased unpaid domestic and care work hours. Women working in various occupations in the rural areas have become more economically vulnerable as the pandemic made the working hours lesser by 9.3 percent 68 but increased their unpaid care and domestic work. Longer hours devoted to unpaid care and domestic work lessens rural women’s time to participate in economically productive activities. Progress Towards Outcomes Key implementing agencies in the Agriculture, Forestry, and Fisheries sector reported having developed and implemented programs that aimed to reach more women and empower them even during the health crisis and in the period 2020-2021. The table below illustrates progress towards a successful mainstreaming of the needs and concerns of women in agency programs of government. Immediately impressive is the way projects have kept track a nd therefore can easily report on how their interventions are benefitting both women and men. Sex- disaggregated data seems to be the norm for project management. During the review process, the responsible agencies recognized several facilitating factors that have contributed to the progress that they have made in addressing constraints to women’s full benefit from development interventions in the sector. These include: • Purposive targeting of women in mainstream and big-ticket programs particularly foreign-assisted programs such as by the International Fund for Agricultural Development and the World Bank. Making women in the AFF sector central in these programs have successfully connected the women to markets and value chains which is a big departure from the traditional way of isolated livelihood projects for women that were not sustainable and remained in the sidelines. • Sex disaggregated data systems are in place and is the norm and facilitates reporting and analysis. • Special projects that address specific needs of women, such as special credit windows for women; and effectively making men and women co-owners of CLOAs address root causes of women’s marginalization. 64 WorldBank Databank. 2017. 65 Bangko Sentral ng Pilipinas. Financial Inclusion Survey. 2019. 66 Department of Agriculture’s Report to the Convention to the Elimination of all forms of Discrimination Against Women. 2020. 67 2021 PSA’s Factsheet on Men and Women. 68 UN Women. Rapid Assessment Surveys on the Consequences of COVID-19 in Asia and the Pacific. 2020. 55 • Agency policy articulates alignment with the Magna Carta of Women and enables the work of the GAD Focal Point in influencing agency PPAs. • Functional and active GAD Focal Point champions are involved and have a voice in the systems and processes that define agency PPAs. The programs, some of them on a continuing basis, are listed and described in the table below. Note the improved participation of women as beneficiaries, except in just two of the programs, National Fisheries Development Program, and Kapital Access for Young Agripreneurs (KAYA), with 19 percent and 13 percent women beneficiaries, respectively and which will be addressed moving forward. Table 1. WEE-related programs in the Agriculture and Fisheries Sector Responsible Program Title Purpose/Women Beneficiaries Agency Kadiwa ni Ani Seeks to ensure food commodities are made available at Kita and accessible in high consumer demand areas, Program particularly among the poor and low-income families DA 88.56% women beneficiaries Capability Aims to strengthen the competency and Development competitiveness of the stakeholders in agriculture and Program fisheries, including women 73% women beneficiaries DA - Training and other related activities Agricultural Training 2019: 50.46% women beneficiaries Institute 2020: 53.48% women beneficiaries 2021: 51.11% women beneficiaries Scholarship 2019: 47.48% women beneficiaries Program 2020: 57.55% women beneficiaries 2021: 50.68% women beneficiaries National Aims to provide fisheries livelihood interventions BFAR Fisheries during the pandemic and to distribute post-harvest Development facilities and equipment Program 19.08% women beneficiaries AgriNegosyo Offers zero-interest loans to finance capital (ANYO) requirements of individuals, farmers, and fisherfolk Program organizations/associations, and overseas Filipino workers. AgriPinay is one of its sub-programs which is focused on responding to women in AFF’s credit DA - Agricultural needs Credit Policy Council 47.74% women beneficiaries (ACPC) Kapital Access Provides capital requirements of their start-up or for Young existing farm/fishery enterprise Agripreneurs (KAYA) 13.33% women beneficiaries Program 56 Responsible Program Title Purpose/Women Beneficiaries Agency SURE Finances the emergency and production requirements (Calamities) of farmers and fishers Program and SURE COVID- 41.58% women beneficiaries of SURE (Calamities) 19 Program 39.21% women beneficiaries of SURE COVID-19 Agrarian Aims to provide immediate essential support services Reform to men and women ARBs to cope with the COVID-19 Beneficiaries impacts (ARB) Development 32.65% women beneficiaries Sustainability Program Convergence Capital Assistance for Livelihood Projects on Livelihood Assistance for 2019: 54.70% women beneficiaries Agrarian 2020: 54.70% women beneficiaries Reform Beneficiaries >Marketing Assistance to ARB Organizations Project (ARBOs): (CLAAP) (1) ARBoost; (2) Enhanced Partnership Against Hunger and Poverty (EPAHP); (3) LinksFarMM; (4) Project Convergence on Value Chain Enhancement for Rural Growth and Development (CONVERGE); (5) Village-Level Farms-Focused Enterprise Development (VLFED); (6) Climate CRFPS; (7) CLAAP; (8) FBS; (9) The Passover: ARBOLD Move For Deliverance of Our Farmers from the Covid-19 Pandemic ARBOLD) Project Component 2-Farm Assistance to ARBs; (10) DAR ARBOLD Component 3 – Livelihood Support to Women in Crisis Situations; (11) Mindanao Sustainable Agrarian and Agriculture Development (MinSAAD); (12) PILMICO Foods Corp; and (13) Start-up for Affected and Typhoon- Ravaged ARCs (SARA) 2020: 45.30% women beneficiaries 2021: 55.12% women beneficiaries > Access of Women and Men ARBs to credit and microfinance 2019: 53.77% women beneficiaries 2020: 51.02% women beneficiaries 2021: 50.73% women beneficiaries ARBs Training 2019: 53.40% women beneficiaries under SIBS, 2020: 40.80% women beneficiaries EDES and 2021: 47.44% women beneficiaries CRFPS Land Tenure Aims to grant one (1) year moratorium for the payment Security of Land Amortization of ARBs Program Certificate of Land Ownership Agreement Provision 57 Responsible Program Title Purpose/Women Beneficiaries Agency 2019: 34.16% women beneficiaries 2020: 36.53% women beneficiaries Priority Gender Issues and Strategies The concerned agencies in the AFF agreed that the gender issues and statement of outcomes cited in the GEWE Plan are still relevant. CSOs, however, reiterated the need to emphasize the plight of indigenous women. From their perspective the sector needs to more carefully take into consideration several strategies and considerations as outlined in the Table below which summarizes the priority gender issues and strategies to address them. Table 2. Priority Gender Issues in the AFF Sector and Key Strategies Priority Gender Issues Key Strategies High poverty incidence • Accelerate access of women in AFF to economic among women in AFF resources including decent work opportunities and viable agribusiness opportunities • Accelerate access of women in AFF to education and training • Ensure that infrastructure projects in rural areas are gender-responsive • Develop and/or enhance the delivery of programs aimed at increasing access by women in AFF to social protection Low access of women in • Intensify Implementation of laws and policies that AFF to land ownership, ensure equal rights of women and men to natural other resources and resources and other productive resources, especially opportunities land, with special focus on IP women • Raise public awareness particularly among private institutions like banks and other financial institutions to remove biases and other procedural constraints to women’s access to capital Lower wage rates of women • Apply the decent work agenda applicable to the than men in AFF agriculture sector that are inscribed in International Labor Organization conventions, soft-law instruments, and guidelines • Expand assistance for women to engage in agriculture and aquaculture entrepreneurship including increasing their access to services that will enhance production and improve income. Low access to appropriate • Implement programs that would ensure increased financial instruments and access of women in AFF to appropriate credit and products financial services • Improve access of women in AFF to appropriate financial instruments and products 58 Priority Gender Issues Key Strategies • Recognizing women’s specific vulnerability as food producers, processors, and vendors, secure for women in the fish and other food value chains adequate access to government support during the pandemic and in the recovery stage Low participation of women • Introduce policies that would ensure equal access of in leadership and decision- women to leadership and decision-making positions making positions in the AFF • Ensure participation of women in local councils including agriculture-related organizations or associations so that they may have access to information on programs and in order for their voices to be heard Need to assess the gender- • Regularly assess the outcomes of programs as to how responsiveness of laws, and whether they are effectively lifting women out of policies and programs on poverty AFF Need to emphasize the • Enhance the recognition of IP women’s ownership and plight of the indigenous access to land and resources as an enabling factor in women in the recovery advancing and sustaining indigenous women’s roles program of government and and livelihoods in the light of recovering from the beyond pandemic and achievement of the SDGs. • Strengthen operationalization of women’s equal right to land and property such as by amending or strengthening the implementation of laws/policies that include wife/women as co-owners and their names appearing in legal documents. • Recognize, support, and contribute to the development of traditional livelihoods in support of women’s reproductive role • Explore other sustainable nature-based income sources to discourage migration for labor while reducing population pressure in the urban and industrialized centers. • Enhance related local capacities and skills, technology, infrastructure and services, including access to markets for women’s produce. • Support the improvement of existing traditional production and storage of food staples of IP communities and nutrition systems. • Support the establishment of environment friendly community enterprises considering traditional livelihoods including market researches, transport infrastructure, marketing. Broaden the scope of ongoing conditional cash transfer/cash-for-work programs to create income generating activities for displaced workers; these activities should be supportive of local agricultural growth (i.e., farm to market/irrigation building or rehabilitation) while equally building community climate resilience, i.e., reforestation and restoration of degraded lands. 59 CHAPTER 2 AGRICULTURE, FORESTRY, AND FISHERIES Overall Strategic Outcome: Reduced poverty among women in AFF as a result of increased access to land and capital, access to better jobs and agribusiness opportunities, increased participation in leadership and decision making in the AFF sector. Gender Issue Outcome/ Outcome/ Result Strategy Responsible Statement Result Indicator Baseline Target Agency Statement

1. High poverty Reduced Poverty incidence 2018: 16.6% Decrease by 7% by Accelerate access of women DA incidence poverty among among women 2025 in AFF to economic resources DAR (c/o steering among women women in the The full year 2018 including decent work committee) in agriculture, AFF sector poverty incidence opportunities and viable DENR forestry, and among population, or agribusiness opportunities NCIP fisheries the proportion of poor Filipinos whose per Encourage women’s Inclusion of PSA capita income is not participation in urban as the national sufficient to meet their agriculture, data controller basic food and non- backyard/household food needs, was gardening of edibles and estimated at 16.6 backyard animal raising, and percent in 2018 community gardening; Enhance the capacity of women in AFF to adopt new and better technologies to improve productivity and resilience to climate and disaster risks Capacitate women in AFF in diversifying into commodities with high value-adding and market potential. Accelerate access of women in AFF to education and training Ensure that infrastructure projects in rural areas are gender-responsive 60 Gender Issue Outcome/ Outcome/ Result Strategy Responsible Statement Result Indicator Baseline Target Agency Statement Develop and/or enhance the delivery of programs aimed at increasing access by - women in AFF to social protection

2. Low access of Increased Land Acquisition and 20% increase in land Enact and adopt laws and DA women to land access of Distribution (LAD) ownership by women in policies that ensure equal DAR (c/o steering ownership, women to land Number of women 2025 rights of women and men to committee) other resources ownership, and men holders of access natural resources and DENR and resources and land ownership other productive resources, NCIP opportunities employment instruments: especially land opportunities • Emancipation - Female: 57,424 PSA in the AFF patent (EP) (13.81%) Raise public awareness sector - Male: 358,281 particularly among private (86.2%) institutions like banks and • Certificate of land - Female: 5,354 other financial institutions to ownership (36.53%) remove biases and other agreement (CLOA) - Male: 9,303 procedural constraints to (63.47%) women’s access to capital • Certificate of No available data ancestral land title (CALT) • Certificate of No available data ancestral domain title (CADT) Number of agricultural No available data and residential land free patents issued to women and men Share of employment 2019: Female By 2025, 40-60% share by industry, by sex employment in of either men or women agriculture: 38.9% (per the MCW) 61 Gender Issue Outcome/ Outcome/ Result Strategy Responsible Statement Result Indicator Baseline Target Agency Statement Proportion of women Female: 16.6% 20% women employed DA and men employed in (866,000) in AFF by 2025 DAR AFF Male: 83.4% DENR (4,352,000) PSA (2016 Statistics Handbook on Women and Men in the Philippines) The Philippine Statistics Authority (PSA) Agricultural Systems Indicators (AIS) Report in 2018 shows that the country’s employed persons in agriculture had more males at 7.93 million than females at 2.33 million in 2017. Nationwide, the proportion of the male employment in agriculture to the total male employment was higher at 31.6 percent than the proportion of female employment in agriculture to the total female employment at 15.3 percent. Number of registered 2018: 40% registered DA fisherfolks by sex Female: 599,104 fisherfolks are women BFAR (30.8%) by 2025 Male: 1,343,567 (69.2%) (RSBSA data as of Nov. 22, 2018) 62 Gender Issue Outcome/ Outcome/ Result Strategy Responsible Statement Result Indicator Baseline Target Agency Statement

3. Lower wage Increased Nominal Wage of 2021: By 2025: Apply the decent work DA rates of women wage rates of women and men At the national level, increased nominal wage agenda applicable to the DAR than men in women and agricultural workers the nominal wage rate of women and reduced agriculture sector that are Agriculture, reduced paid to male wage gap from 6.25% to inscribed in International Forestry, and gender wage Wage gap between agricultural workers 2% Labor Organization Fisheries gap in AFF men and women amounted to PhP conventions, soft-law 284.72 per day which instruments, and guidelines was higher by PhP 28.92 per day as Expand assistance for compared to what was women to engage in received by the agriculture and aquaculture female agricultural entrepreneurship including workers at PhP increasing their access to 255.80 per day. In real services that will enhance terms, the male production and improve workers got an income. average wage rate of PhP 255.35 per day while female workers were given an average wage rate of PhP 229.42 per day. Wage differential was estimated at PhP 25.93 per day in favor of the male workers. (data provided to the updating process by DA, 2021) 63 Gender Issue Outcome/ Outcome/ Result Strategy Responsible Statement Result Indicator Baseline Target Agency Statement

4. Low access to Increased Number of women Female ARBs Increase the agricultural Implement programs that DA appropriate access of and men in the AFF provided with credit women would ensure increased DAR (c/o steering financial women in the sector provided with agricultural credit: beneficiaries by 6% access of women in AFF to committee) instruments AFF to credit credit and financial 78,878 (2014) annually until 2025 appropriate credit and DENR and products and financial services financial services NCIP services Credit through the Increase the ACPC – 14,354 (50%) microfinance service Improve women’s access to PSA under the Production women beneficiaries by appropriate financial Loan Easy Access 7% annually until 2025 instruments and products (PLEA), and 2,064 (50%) under the Recognizing women’s Survival and Recovery specific vulnerability as food Assistance Program producers, processors, and (SURE) vendors, secure for women in the fish and other food value (DAR on Women chains adequate access to ARBs Provided with government support during Various Support the pandemic and in the Services, By Type, CY recovery stage 2010-2015)

5. Low Increased Percentage of women Introduce policies that would Agricultural participation of participation of occupying leadership ensure equal access of cooperatives: CDA women in women in and decision-making women to leadership and leadership and leadership and positions in AFF decision-making positions Women’s decision- decision- sector: Organizations: making making Ensure participation of DA, DAR positions in the positions in • Local Agriculture 2015: 29% in local 2025: 40% participation women in local councils AFF sector AFF sector and Fishery agriculture and fishery of women in local including agriculture-related Council council councils (per the MCW) organizations or associations so that they may have access • ARB Board of Directors in 40% by 2025 (MCW) to information on programs Organizations ARB organizations: and in order for their voices to 11,118 (2015) be heard

6. Need to assess Improved Number of key No available data By 2025: At least 3 Assess implementation and DA the gender- gender- agriculture-related agricultural-related laws enforcement of agriculture- DENR responsiveness responsive laws and programs and /or programs related laws as to their impact of laws, reviewed as to gender reviewed as to gender- on women’s access to policies and 64 Gender Issue Outcome/ Outcome/ Result Strategy Responsible Statement Result Indicator Baseline Target Agency Statement programs in ness of laws responsiveness 69 responsiveness productive resources and AFF and policies in productivity AFF - Comprehensive Agrarian Reform Program (CARP) or RA Regularly assess the 9700 outcomes of programs as to how and whether they are - RA 8371 or Indigenous effectively lifting women out People’s Rights Act of of poverty 1997 (Chapter V, Section 26). - RA 8550 or the Fisheries Code of 1998 -RA 11203 or the Act Liberalizing the Importation, Exportation and Trading of Rice, Lifting for the Purpose of Quantitative Import Restriction on Rice and for Other Purposes At least 3 agricultural- related laws reviewed as to gender- Responsiveness -SPLIT Program -ARBOLD Program -HVCC Program 69 -Review ed means impact study or in-depth review of the law s 65 Gender Issue Outcome/ Outcome/ Result Strategy Responsible Statement Result Indicator Baseline Target Agency Statement -National Fisheries Program -Rice Program

7. Need to IP women are Number of economic To be determined •Enhance the recognition of DA emphasize the targeted and programs that target IP women’s ownership and DAR plight of the benefit from IP women access to land and resources DENR indigenous economic as an enabling factor in NCIP women in the recovery advancing and sustaining TESDA recovery program of indigenous women’s roles DOLE program of government and livelihoods in the light of government recovering from the pandemic and beyond and achievement of the SDGs. •Strengthen operationalization of women’s equal right to land and property such as by amending or strengthening the implementation of laws/policies that include wife/women as co-owners and their names appearing in legal documents. •Recognize, support, and contribute to the development of traditional livelihoods in support of women’s reproductive role •Explore other sustainable nature-based income sources to discourage migration for labor while reducing population pressure in the 66 Gender Issue Outcome/ Outcome/ Result Strategy Responsible Statement Result Indicator Baseline Target Agency Statement urban and industrialized centers. •Enhance related local capacities and skills, technology, infrastructure and services, including access to markets for women’s produce. •Support the improvement of existing traditional production and storage of food staples of IP communities and nutrition systems. •Support the establishment of environment friendly community enterprises considering traditional livelihoods including market researches, transport infrastructure, marketing. •Broaden the scope of ongoing conditional cash transfer/cash-for-work programs to create income generating activities for displaced workers; these activities should be supportive of local agricultural growth (i.e., farm to market/irrigation building or rehabilitation) while equally building community climate resilience, i.e., reforestation and restoration of degraded lands. 67 CHAPTER 3 LABOR AND EMPLOYMENT Situation of Women and Girls in the Sector The COVID-19 health crisis has turned into a global economic crisis, putting at risk the health, jobs, and incomes of millions of people around the world. The economic consequences have not fallen with equal severity on all individuals. Many of those with more limited means and protection, such as workers in informal employment or in diverse work arrangements, have been the least able to face the consequences of the crisis. In January to September 2021, the female labor force participation rate, or those who are economically active out of the total females 15 years old and over, reached 51 percent. Whereas the share of women to total labor force is at 40 percent.70 The closure of business operations (except for the production of essential goods and services) has threatened the livelihoods of women who are highly represented in industries such as retail, hospitality, tourism, and manufacturing. Overall, wholesale and retail trade, transportation and storage, construction, and accommodation and food services embed the largest number of workers at risk of job disruption in the Philippines. 71 Employment recorded in 2017 under these four subsectors totals to 16.3 million; of which, 5.8 million are women. 72 The Job Displacement Monitoring Report of the Department of Labor and Employment (DOLE) would have provided a more direct measure of any disparity on job losses between men and women workers; however, the report does not provide sex-disaggregated data. In the women-dominated education sector, where remote work is possible, teachers are under pressure to learn and adapt to the modalities of virtual classes and distance teaching, to provide emotional support to students and to engage students in new and innovative ways of learning. In public schools with substandard technological infrastructure, teachers are expected to conduct online classes with insufficient preparation and technical support while managing their own households. The juggling of work and household care respon sibilities (which now includes schooling) puts an extra burden on women undertaking economic activities from their homes. Women who are more likely to keep their jobs – either under a work-from-home arrangement or serving as frontline workers combatting the pandemic – are especially vulnerable to the health impacts of COVID-19, on top of other socio-economic woes that the pandemic may bring. Based on the January 2020 labor force survey, employment in the human health and social work activities subsector that is predominantly female was 566,000. Many of these workers have faced increased exposure to occupational health risks. Despite not being susceptible to the job displacement impact of the pandemic, healthcare and medical workers face additional health challenges beyond the heightened risk of COVID-19 infection, including burnout, over-exertion, and other mental health problems. 70 NEDA input to the review process of the Draft GEWE Plan, November 2021. 71 Data is based on the presentations of World Bank (i.e., by Yoon Cho, Senior Economist) and other agencies during the “Webinar on Robust and Healthy Workforce” held on September 21, 2021 w hich is part of the 7th Annual Public Policy Conference organized by the Philippine Institute of Development Studies (PIDS). 72 Philippine Statistics Authority, 2018. Gender Statistics on Labor and Employment 68 Highly informative of the situation of women workers in the Philippines is a survey that was commissioned by the Philippine Business Coalition for Women’s Empowerment (PBCWE) to gauge the effects of COVID-19 on private sector employees (May and December 2020).73 The main objective of this survey was to understand how the pandemic was affecting employees after more than a year of living with COVID-19. The analysis of the two surveys is helpful in assisting employers looking to better support their workforce during the next stage of the crisis period. Findings that are relevant to the GEWE Plan include: On Jobs and Income 74 • Almost all impacts of COVID-19 are worse for service sector workers, particularly hotel and restaurant workers, whose businesses have been most affected by lockdowns. Across the Philippines, 77 percent of female workers are in the service sector and 46 percent of male workers. • Around two thirds of workers in hotels and restaurants, and trade and transport, are still experiencing negative impacts on their hours and incomes; these workers are more likely to be women. • Many workers who had their job suspended are working again; however, some still experience lower hours and pay, especially poorer workers. Despite some improvement between surveys, almost half of workers are still receiving lower pay. Poorer and less senior workers are more likely to suffer losses in income. On Mental Health and Well-Being75 • Over half (55%) of workers reported worse mental well-being, and 50 percent of workers reported worse physical wellbeing, both increased compared with the May 2020 survey. • Anxiety about the situation, financial concerns, and family concerns remain the top reasons for the negative impact on mental well-being. Balancing work and family, and family tensions have increased as sources of mental distress as the pandemic has dragged on. • As the survey data does not include informal workers or those who have lost their jobs, it seems likely that the health of the Philippine workforce has been affected to an even greater extent. On Physical Health and Well-Being76 • Older workers reported more resilient mental and physical health than younger employees. Exhaustion due to increased domestic burdens increased significantly as a cause of physical distress, particularly for women. Inability to exercise also increased as a cause of physical distress. On Workplace and Home Conditions77 73 Inputs submitted by the Philippine Women Economic Netw ork (PhilWEN) to the PCW in connection w ith the updating of the GEWE Plan (Oct. 2021). Source: PhilWEN, 2020. The Philippines and COVID-19: Impact on the private sector, https://asiapacific.unw omen.org/en/digital-library/publications/2020/08/the-philippines-and-covid- 19-impact-on-the-private-sector 74 Ibid. 75 Ibid. 76 Ibid. 77 Ibid. 69 • The majority of women (89%) and men (81%) report having more responsibility at home, for housework and/or caring for children and other relatives. • Service workers – in professional services, information media and ICT, or public service – are most likely to work from home. This is in line with the experience of other countries and reflects the fact that these types of jobs are easier to do from home. • Almost half of women report they have had to increase their time required for childcare and a third of women have increased their time devoted to children’s schooling. For men, the numbers are slightly lower. On Work Productivity78 • Workers’ productivity has continued to recover since the early impacts of the pandemic. However, in the December 2020 survey, 57 percent were considering working less, as a result of the negative impacts they have experienced. • Working at home has not led to lower productivity. However, for those at home experiencing lower productivity, inadequate facilities are a major issue. • Inadequate facilities are a major driver of lower productivity, particularly for workers at home. Of those workers who were less productive and working from home, 60 percent still cited inadequate facilities as a driver of low productivity. Firms can help workers with both their anxiety and their home facilities. Work Conditions for Women in the Informal Economy Work in the informal economy is often characterized by small or undefined workplaces, unsafe and unhealthy working conditions, low levels of skills and productivity, low or irregular incomes, long working hours, and lack of access to information, markets, finance, training and technology. Workers in the informal economy are not recognized, registered, regulated, or protected under labor legislation and social protection because they fall outside existing laws and policies. Moreover, informal economy operators and workers are usually not members of (formal) workers’ and employers’ organizations and are therefore often excluded from formal institutions for consultations and dialogue. Given the expected expansion of the informal economy as a result of the pandemic, it becomes imperative for the government to direct its attention and support to the work conditions and lack of social protection of workers in the sector. Women Migrant Workers79 A lack of dedicated policies for our numerous migrant women workers means that their needs go unrecognized in host countries and in communities here in the country if and when they return. Emerging data show that compared to non-migrants, migrants are at increased risk of infection and death from COVID-19 for reasons including poor living and working conditions and limited access to health care. The Overseas Workers’ Welfare Administration (OWWA) reported that aroun d 612,000 Overseas Filipino Workers (OFWs) returned to the Philippines due to COVID-19 between May 2020 and early July 2021. This figure does not include OFWs displaced from their jobs but who had or chose to remain in their host country. At the same time, there was a 75 percent 78 Ibid. 79 Most of the information cited in this sub-section come from inputs from the CSOs consulted, including the UN Women Philippines. 70 drop in the number of OFWs leaving to work abroad in 2020, as compared to 2019, also because of the pandemic. An IOM80 survey of more than 8,000 OFW returnees showed that around 44 percent of them were women. However, among land based OFWs, women accounted for 53 percent of the repatriated workers, a majority of them being household service workers. Eighty-three percent of the OFW returnees—84 percent of the women and 82 percent of the men—remained unemployed three months after their return. This large-scale displacement of Filipino migrant workers poses significant economic challenges for households for whom they are often the main, if not the only, breadwinner. The lack of opportunities to earn a decent livelihood, whether through domestic employment or enterprise, means that many of these OFW returnees, 48 percent according to the IOM survey, are looking to re-migrate overseas, precisely at a time when the widespread precarity leaves them vulnerable to exploitation. Women in particular are prone to become targets of human trafficking syndicates. Even those who are deployed through legitimate channels may find their bargaining power eroded in negotiating employment terms due to the large number of workers eager to find work abroad. The economic precarity also impinges on the psychosocial wellbeing of women OFW returnees. This could be aggravated by their resumption of their role as the main caregiver in the household at a time when the pandemic has increased women’s care burden. Unfortunately, the COVID-19 response program of the Philippine government has not been rated very highly and has been criticized to be gender blind, and its formulation bereft of any collaboration with global experts and civil society. 81 While concerned government agencies implemented numerous programs to mitigate the economic impact of the pandemic, including employment and labor market interventions for workers as well as support for businesses, these lacked pronounced strategy for women nor have sex-disaggregated data of the beneficiaries reached. Progress Towards Outcomes The review of the Chapter’s Results Matrix shone the light on the urgent need for agencies with responsibility for labor and employment to invest in good data systems for governance and management of programs and projects and routinely use these in reporting results. While there were numerous programs and projects identified to have been implemented during the period 2020-2021, many in response to the COVID-19 crisis, sex-disaggregated data to indicate how these projects have been able to reach women is not available. Nor were there any reference to whether and how the projects were designed to consider or respond to any special need or concern of women. Two relevant policies with impact on women in the sector were passed. One is Republic Act 11210 (2019) which increased the maternity leave period to 105 days for female workers with an option to extend for an additional 30 days without pay and granted an additional 15 days 80 International Organization for Migration 81 https://w ww.eastasiaforum.org/2020/06/29/the-philippines-gender-blind-covid-19-response/ 71 for solo mothers. The law’s implementing guidelines includes progressive provision towards men’s involvement in the care of children. “A female worker entitled to maternity leave benefits may, at her option, allocate up to seven days of said benefits to the child’s fat her, whether the same is married to the female worker. 82 The allocated benefit granted to the child’s father is over and above that which is provided under the Paternity Leave Act of 1996. Laws such as this contribute to improving social norms towards more egalitarian practices and behavior. Another law that was recently passed is Republic Act 11313 known as the Safe Spaces Act or An Act Defining Gender-Based Sexual Harassment in Streets, Public Spaces, Online, Workplaces, And Educational or Training Institutions, Providing Protective Measures and Prescribing Penalties Therefore. The law took effect on August 3, 2019. Relative to the Gender Issue Statement “Inadequate representation of women’s voice in labor organization and in company boards in the private sector,” data shows that female union members in the public sector union and workers’ associations are higher than their male counterpart.83 However, women’s leadership of unions and workers’ associations as of 2018 is low, as shown in the figure below. 84 Figure 4. Percent Share of Female Union Officers, Philippines: 2014-2018 The PSA85 notes the following trends in the share of female union officers in establishments: ➢ Women accounted for 29.5 percent of the union officers in 2018. This is an increase of 8.1 percentage points from the 21.4 percent share recorded in 2016. 82 chrome- extension://efaidnbmnnnibpcajpcglclefindmkaj/view er.html?pdfurl=https%3A%2F%2Fw w w .dole.gov.ph%2Fphp_ assets%2Fuploads%2F2019%2F05%2FIRR- RA-11210-dated.pdf 83 Bureau of Labor Relations, Oct 2021, Input to GEWE Plan Updating. 84 https://psa.gov.ph/content/20172018-integrated-survey-labor-and-employ mentisle-part-2-unionis m-and- collective 85 Ibid. 72 ➢ The share of female union officers in establishments by major industry group showed that professional, scientific, and technical activities had the highest share of female union officers at 71.8 percent. ➢ About 27.9 percent of the unionized establishments had a female president. Unionized establishments under education except public education had the highest share of female presidents at 54.2 percent. Recognizing that the right to form unions or associations includes the right not to associate, the Bureau of Labor Relations (BLR) is mindful that membership of women in labor organizations is neither mandatory nor compellable by the DOLE. However, also recognizing the role of government as duty bearers in improving the work lives of women, the BLR issued an advisory to all its regional officers in 2016 to reconstitute the Regional Tripartite Industrial Peace Councils (RTIPCs) to call on the labor sector to submit nominees from the members of a most representative organization, which includes the women sector. In the absence of any union or worker association that covers this sector, invitation shall be extended to NGOs or CSOs that advocate for and cater to women’s concerns. While women’s representation in company boards in the private sector is understandably within the discretionary power of companies, the DOLE is best positioned to advocate and lead in raising the awareness of the private sector about the value of diversity in private sector boards. The ILO avers that the business case for women on boards is compelling, supported by a growing body of evidence that shows women’s participation in decision-making positively correlates with the financial performance of companies. A recent study by McKinsey & Company has reported that gender diverse companies are 15 percent more likely to have financial returns above their respective national industry medians. 86 Towards progress in addressing the gender gap in LFPR of women, the DOLE reports several programs which specifically respond to the issue. These are briefly described and their equitable impact to women’s employment clearly established in the table below. DOLE Program/Initiative Beneficiaries JobStart Philippines is a program of • 2019 – 58% female trainees provided with the DOLE that enhances Life Skills Training (LST) employability of the youth by • 2020 – program implementation was deferred reducing their job search period and due to the COVID-19 pandemic • 2021 – 61% female trainees assigned to LST increasing their employability (ongoing implementation; as of 21 September through training (life skills and 2021) technical skills required by industries), paid internship, and full cycle employment facilitation services. Government Internship Program • 2019 – 58% female (26,270 out of 45,121 (GIP) is a regularly funded program beneficiaries) of DOLE which aims to provide 86 McKinsey and Company Report, cited in ILO, Women on Boards, chrome- extension://efaidnbmnnnibpcajpcglclefindmkaj/view er.html?pdfurl=https%3A%2F%2Fw w w .ilo.org%2Fw cmsp5%2 Fgroups%2Fpublic%2F---dgreports%2F--- gender%2Fdocuments%2Fbriefingnote%2Fw cms_410200.pdf&clen=535372&chunk=true 73 DOLE Program/Initiative Beneficiaries opportunities young workers to serve • 2020 – 58% female (13,178 out of 22,788 in government projects and beneficiaries) programs at the national and local • 2021 (As of Aug) – 55% female (22,860 out level. of 41,273 beneficiaries) Special Program for the • 2020 – 53.69% of youth assisted are females Employment of Students (SPES) • 2021 (as of 30 June) – 59.74% of youth aims to assist poor, but deserving assisted are females students and out-of-school youth to pursue their education by providing them income through employment. The program provides the youth with valuable experience for better school-to-work transition. Job Fairs is an employment • 2019 Registered Applicants facilitation strategy of DOLE aimed o Male: 249,205 (51%) to fast-track the meeting of o Female: 242,108 (49%) jobseekers and employers/overseas o Hired on the Spot ▪ Male: 42,454 (49%) recruitment agencies in one venue at ▪ Female: 44,050 (51%) a specific date to reduce cost, time • 2020 Registered Applicants and effort particularly on the part of o Male: 49,510 (51%) the applicants. This is open to all o Female: 47,140 (51%) unemployed, skilled and unskilled o Hired on the Spot workers, fresh college graduates, ▪ Male:5,444 (49%) graduates of training institutions, ▪ Female: 5,678 (51%) • 2021 (January – June) Registered Applicants displaced workers and employees o Male: 48,982 (53%) seeking advancement. During the o Female: 42,659 (47%) Jobs Fair, applicants select o Hired on the Spot vacancies suited to their ▪ Male:1,852 (47%) qualifications and employers could ▪ Female: 2,086 (53%) interview and hire on the spot qualified workers. For the JobStart program, facilitating factors are: 1) requirement of 60:40 female to male participation during the registration; 2) conduct of capacity building on gender and development and employer engagement where gender sensitivity in the workplace is reiterated for program implementers; 3) featuring and recognizing female trainees and graduates who landed in male-dominated positions as part of the program’s advocacy on gender inclusivity and opening up new fields for young women. During the process of updating, several other programs were presented and discussed, such as the TUPAD or Tulong Panghanapbuhay sa Ating Disadvantaged/Displaced Workers #Barangay Ko, Bahay Ko or TUPAD-BKBK Program, a community-based package of assistance that provides emergency employment for displaced workers, underemployed and seasonal workers. However, in the absence of sex-disaggregated data to ascertain their benefit to women nor any reference to how women will be targeted, these programs have not been included as part of the progress towards GEWE. 74 The existence of digital and electronic means of information dissemination and education available for the public relative to the right to self-organization also greatly contribute to the increase in membership and participation of women in unions and workers’ associations. Available online venues for the registration of labor organizations and submission of reportorial requirements aid in the continuity of the data monitoring on the membership and participation of women in labor organizations. In terms of the hindering factors, the pandemic may hamper the continuity of linkages of informal sectors who intend to form workers’ association, especially those in the rural areas where access to digital and electronic equipment is limited and network connectivity is poor. Other programs by concerned agencies that specifically address gen der issues in the labor and employment sector include the following: • A program with support from the ILO called Women in STEM Workforce Readiness and Development provides women with critical soft and technical STEM-related skills, employability and leadership training coupled with targeted mentorship to help women gain quality employment and advancement opportunities in STEM-related jobs. • Digitalization of services by the Social Security System. To mitigate the impact of COVID-19 and promote the welfare and safety of members, particularly women, and its employees from contracting the disease, the SSS optimized the delivery of its programs and services through online platforms. These online services include the online filing of maternity notification and of maternity benefit application of self- employed/ voluntary members/ Overseas Filipino Workers/Non-working spouse and maternity benefit reimbursement application of employers, online filing of sickness benefit reimbursement application, Employees Compensation Commission’s financial assistance, and checkless disbursements of benefits, among others. • GSIS established and maintained the operation of five gender sensitive toilets in common areas within the GSIS Central Office and in four branch offices. These facilities were provided with diaper changing stations to respond to women’s practical needs. The agency also maintained existing lactation stations in its Laguna branch office; distributed PCW-produced IEC materials to barangay workers and health kit recipients. • PhilHealth created infomercials on sexual harassment and violence against women; established breastfeeding stations for lactating women (for both employees and clients) in the regional offices usually situated near the designated clinic and frontline area; established and strengthened the agency’s Committee on Decorum and Investigation on Sexual Harassment Cases and grievance committee; and conducted awareness-raising sessions on preventing sexual harassment in the workplace. To respond to the vulnerabilities of women OFWs, concerned agencies implemented the following: • Pursued bilateral labor agreements with receiving countries that include protective measures and safeguards; included GAD perspective in the pre-deployment training 75 sessions for overseas personnel of DOLE; established database of OWWA members with services availed. • Though unable to provide number of women who have, to date, benefitted from these programs, the OWWA reported having implemented two programs to address problems related to integration. These are: ➢ Balik Pinay! Balik Hanapbuhay! Program which aims to enable women OFW returnees to start and to operate livelihood undertaking for self -employment. The program consists of a livelihood skills training and the distribution of start er kits. The eligible beneficiaries of the program are returning women OFWs. Priority is given to women OFWs who are displaced by the hostilities and conflicts in their host country, or women who have been victims of illegal recruitment and trafficking and other distressed and displaced women household service workers. ➢ Sa ‘Pinas, Ikaw ang Ma’am/Sir aims to re-train household service workers on the skills set needed for the Teacher 1 position in the Department of Education to get hired in their hometown and address the lack of teachers in remote areas. Apart from teaching positions in the Department, the returning women OFWs may opt to work in non-teaching and other occupations in both government and private sectors that are available in the Philippine labor market. Priority Gender Issues and Gender Equality Outcomes remain valid and relevant and will continue to guide concerned agencies and LGUs in the remaining period of the plan. In addition, CSO partners have recommended that special attention be given to the especially precarious situation of returned women OFWs as a result of the pandemic. Focus on Women Migrant Workers Amid COVID-19, the reintegration of OFW returnees faces multiple challenges including the limited ability of the domestic labor market to absorb newly unemployed workers, which also include large numbers who lost their jobs locally during the pandemic. Migration governance agencies and civil society organizations have attempted to scale existing reintegration programs, which often focus on helping migrant returnees start a small business with the provision of training and loans. However, it needs to be acknowledged that entrepreneurship is not for everyone. Moreover, psychosocial issues arising from the experience of displacement and the pandemic in general, while also not ideal for employment, can be especially challenging for starting and running a business. There is a need to diversify reintegration pathways to respond to the varying needs and capacities of returned migrant workers. Strategic public investment by the government in programs to generate employment at scale is vital to absorb the large ranks of workers who lost their jobs during the pandemic, whether domestically or abroad. Such public works or cash-for-work initiatives are also among the reintegration measures recommended by the IOM. This approach also presents an important opportunity to link economic recovery with long- term sustainable development goals. For instance, programs to regenerate the environment and mitigate and adapt to the impacts of climate change can generate jobs for women, including OFW returnees, while simultaneously contributing to the response to the ongoing and worsening climate crisis, which, like COVID-19, is having a disproportionate impact on 76 women and girls. These may include jobs in the renewable energy, agroforestry, and circular economy sectors87, as well as in the area of disaster risk reduction. They may involve large- scale programs at the national level, along the lines of the Build Build Build initiative but directed toward sustainability, as well as projects at the LGU level, such as the construction/demarcation of bicycle lanes and the expansion of green spaces. Strategies The review and updating of the Results Matrix highlighted the need for agencies with responsibility for the sector to prioritize the following strategies: • Invest in good data systems for governance and management of programs and projects and routinely using them in reporting to monitor progress and measure the impact of programs on women. • Improve the practice of gender mainstreaming by applying lessons learned from programs that successfully impact women’s need for employment such as the JobStart program and the various Job Fairs. • Focus and give special attention to the especially precarious situation of women OFWs who have returned as a result of the pandemic • Intensifying the alignment of the agencies’ GAD planning, budgeting, and reporting with the concrete strategies identified in the results matrix for Labor and Employment. The sector has one of the more well-articulated set of strategies in the GEWE Plan. All other strategies identified in the GEWE Plan 2019-2025 remain relevant. 87 Core elements of circular economy sectors include prioritize regenerative resources; stretch the lifetime; use waste as a resource; rethink the business model; team up to create joint value; design for the future; incorporate digital technology; strengthen and advance knowledge. 77 CHAPTER 3 LABOR AND EMPLOYMENT Overall Strategic Outcomes: Increased participation of women in the economy including in higher income sectors resulting from available options for care work , improved human resource and promotion policies; women -- particularly the pregnant and lactating, PWDs, of different SOGIE, and those from vulnerable sectors in domestic and informal economy-- enjoy labor rights and protection from occupational safety and health risks and hazards, sexual harassment and other discrimi natory practices; women have higher representation in private sector boards and decision making positions including a voice in labor organizations; and, women OFWs enjoy improved quality of life, have higher incomes and better protection against vulnerabilities in all phases of migration, both in-country and in receiving countries. Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Indicator Baseline Target Agency

1. Gender gap in Increased and Labor Force 2019: 47.6% 2021: 48.0 -50.0% Promote policies that address DOLE LFPR of more productive Participation Rate of the specific reasons behind TESDA women and participation of Women (PSA, LFS) (PDP Target) the gap in labor force DTI inadequate women in the participation between men CCC appropriate economy and women. DepEd support for care Actual CHED work to enable Adequate support accomplishment: Implement actions to women to stay for care work to 45.8% (2020) strengthen the enabling in the labor enable women to 51.2% (YTD/Jan-Sept environment for recognizing, market stay in the labor 2021) representing, redistributing market and reducing unpaid care Number of companies No available data To be determined work. offering flexible work scheduling/arrangement Adopt special measures to s (based on DOLE’s Job facilitate equal access and Displacement Reports) opportunities for women from marginalized social groups Share of women in 55.3% (2019) Maintain the 40-60% and incentivize women to managerial and (PSA, LFS) proportion between participate in the labor force. professional men and women occupations (MCW) Collect and analyze data, prepare policy briefs to build the business case for family 62 Share of women in the 19.7% (2019) To be determined care options that are family industry sector (PSA, LFS) friendly and practical. Encourage implementation of day care and other support services especially in Share of women in 36.3% (2019) To be determined workplaces. wage and salary (PSA, LFS) workers Intensify implementation of programs like JobStart with JobStart – Proportion of 58% female trained in JobStart – 60:40 clear targets for women’s women trained and life skills and technical female to male employability in industries successfully hired skills for industries participation (2019) Encourage companies to see the benefit of improving their Number of green jobs To be determined To be determined existing day care facilities to created and supported be more responsive. for men and women. Encourage companies to provide options such as flexible work schedule, No. of companies with To be determined To be determined compensatory leave, telework breastfeeding facilities options to enable men and and/or providing women employees to share breastfeeding break in care responsibilities for children and elders. Percentage of To be determined To be determined companies expected Develop IEC on the value of that are implementing women’s work to the solo parents leave, economy and the need to maternity leave, day support them in their care allowances, etc. reproductive role. 63 Expand employment, decent work, and green job opportunities for women in the agriculture, industry, manufacturing, and services sectors, as well as in entrepreneurship Implement targeted programs to increase LFPR of women such as enhancing the implementation of the PESO Program to improve targeting of women. Address gender bias and gender role stereotype in basic education curriculum materials; and promote entrepreneurship and advance economic opportunities for women through the use of digital technology.

2. Prevailing Women are hired Employment share of 35.8 % (2019, LFS) To be determined Build and expand partnership DOLE gender norms and thrive in higher women in Information with companies, labor DOST among income jobs and Communications groups, and other employers and Technology (ICT) and stakeholders to promote non- HR personnel Science, Technology, discrimination and equality in limit women’s Engineering, and hiring and promotion, correct employment Mathematics (STEM) harmful gender norms that opportunities occupations are not aligned with the MCW, and promote the 64 concept of diversity as good business. Enhance the conduct of job fairs by specifically targeting and encouraging women to get into non-traditional and higher paying jobs. Routinely collect sex- disaggregated data for reporting on the situation of women in labor and employment and for decision making. Encourage HR policy and practitioners to support parental sharing of family responsibilities. Intensify skills training, upgrading and retooling programs for women either for employment or for entrepreneurship consistent with global standards. Provide skills development for qualified IPs, especially women, in demand driven and better paying blue collar jobs and link them to a stable labor market. 65

3. Women Significant Number of No available data To be determined Strengthen regulatory and DOLE continue to reduction in discrimination cases legal frameworks for NLRC face pregnancy related filed by women maternity protection such as pregnancy- and discrimination prohibiting pregnancy testing maternity- faced by women during the hiring process and related as a requirement for discrimination continued work; ensuring in the equal promotion opportunities workplace. for pregnant women; Percentage of work No available data To be determined ensuring that women discrimination-reported returning from maternity cases on account of leave return to the same job pregnancy and level maternity-related issue by women resolved Explore incentives for private (NLRC) sector companies with No. of companies with No. of companies To be determined support programs and breastfeeding facilities with: policies for pregnant and and/or providing • Lactation Station lactating women such as breastfeeding break Designated Area - alternative tasks or work 48,039 (CR88 - schedules. 99.53%) • Lactation Station Fully enforce the Facilities - 48,039 breastfeeding law and ensure (CR – 99.63%) increased compliance by the • Lactation Station private sector such as by Equivalency Guide requiring lactation - 48,099 (CR – station/facility for renewal or 99.65%) issuance of building/business • Lactation Station permit Breastfeeding Policy: 48,031 (CR Support and promote the – 99.51%) development of HR policies • Lactation Station that encourage women’s Lactation Period: 88 Compliance Rate 66 48,101 (CR – return to the workplace after 99.66%) childbirth • Lactation Station Certificate of Exemption: 48,115 (CR – 99.69%) No. of companies No. of companies that complying with women- are compliant with: related laws and policies • Expanded Maternity Leave – 48,198 (CR – 99.86%) • Solo Parent Leave – 48,207 (CR – 99.88%) • Special Leave Benefit – 48,202 (CR – 99.87%) • VAWC Leave – 48,215 (CR – 99.89%)

4. Inadequate Women workers Number of bills passed 0 By 2025, two of the 13 Strengthen the policy DOLE-OSHC workplace are adequately in the WPLA that WPLA passed (SSA in framework to protect the HDMF health and protected from support increased safety the workplace and rights of vulnerable women Philhealth safety workplace hazards of women workers SOGIE Equality) workers and ensure that the SSS protection of and risks labor inspection services GSIS women workers monitor compliance and ECC Domestic, informal report on the extent of and other protection provided to the vulnerable and most vulnerable. marginalized groups of women Link LGU health data with (PWDs, different OSHC-DOLE for improved SOGIE) enjoy occupation safety and health better protection of women in the informal 67 Proportion of women No available data To be determined economy and improved workers and employees attention to livelihood-related in the formal and diseases informal sector provided with social protection Improve the awareness level and decent work of private sector employers standard services about sexual harassment and other forms of prohibited acts in the workplace as Proportion of agency- No available data To be determined preventive measure hired and contractual women workers and Monitor private sector’s employees provided compliance with risk with social insurance assessment and coverage management strategies to prevent workplace hazards Level of GEWE No available data To be determined and risks more common to awareness of duty- women. bearers on labor standards and social Create awareness among protection (e.g. SSS, employers about women’s Philhealth, and Pag-ibig) rights and responsibilities under Occupational Safety and Health laws. Intensify information drive for employers on their legal obligations relative to social security benefits of women workers as mandated by the Social Security Act of 2018 and the new R.A. 11210 also known as the 105-day Expanded Maternity Leave Law. 68 Develop appropriate guidance to manage risks related to pregnant and lactating women (i.e., additional bathroom breaks, lower thresholds for allowable chemical exposure, emergency evacuation procedures). Conduct research on hazards for women in the workplace and use these to design and implement gender-sensitive OSH programs

5. Sexual Sexual harassment Percentage of 98.23% (47,769 100% Fully enforce the anti-sexual DOLE harassment in the workplace is companies with Anti- compliant companies; harassment (SH) law and NLRC and other forms significantly Sexual Harassment 498 non-compliant) monitor private sector’s CSC of GBV in the reduced Policy compliance workplace negatively Establish partnership with impact work ECOP to help build the performance environment for a Zero Percentage of 99.48% (48,018 100% tolerance policy on SH in the companies and compliant companies; workplace government agencies 249 non-compliant) with CODI Intensify awareness raising of men workers not only on SH but the expanded framework Number of sexual 2019 – 158 SH 2025: SH significantly of the law. harassment complaints complaints reduced filed 2020 – 74 SH Institute regular training for complaints workers, inspectors, union leaders, workplace safety 69 2021 – 45 SH officers, and human resource complaints personnel on gender-based (NLRC Data) discrimination, sexual harassment, and support systems for women victims Provide accessible support services for women victims and/or referral system to professionals Intensify information drive for the implementation of Republic Act 11313 (Safe Spaces Law)

6. Inadequate Significant increase % Female in Labor BLR data as of 2021*: 40-60% (MCW) Expand membership of DOLE representation in women’s Unions and Workers’ a. Public sector tripartite councils to include of women’s representation in Associations organizations: more women representatives voice in labor labor sector unions 1,841 including from non-traditional organizations and in decision- ▪ No. of members: stakeholders and sectors to and in making boards in 497,887 make them more inclusive company the private sector b. Enterprise-based boards in the unions: 17,956 Training of women union private sector ▪ No. of members: members and leaders on 1,605,790 women’s rights and the MCW c. Workers’ associations: Develop advocacy programs 85,808 with the private sector, ▪ No. of members: particularly big business, on 2,685,819 the profitability of diversity *Not all organizations and having women members have SDD, hence, % in top corporate boards. Female membership cannot be computed as yet. Percent share of Female 29.5% Female (2018) 40-60% (per the Union Officers (ISLE, MCW) PSA) 70 Percent Female in 13% (2017) At least 40% Private Sector Boards Source: Women among Publicly Listed Corporate Directors Companies Organization of the Philippines, 2017, https://www.bworldonli ne.com/women- needed-phl-corporate- boards/ 71

7. Women OFWs Women OFWs enjoy Number of receiving To be determined To be determined Adopt a gender-sensitive and POEA are improved quality of countries with rights-based approach in OWWA predominantly life; have higher improved work developing labor migration in vulnerable incomes and better conditions for women laws and policies in line with job categories protection against domestic the core human rights such as vulnerabilities in all workers/OFWs treaties, and in particular domestic work phases of migration, CEDAW and the Committee and suffer from both in-country and on Migrant Workers, as well abusive and in receiving countries as relevant ILO labor exploitative standards work conditions Number and quality of To be determined To be determined Women OFWs are programs that respond Strengthen the capacity of adequately to returned women duty bearers in creating an Special supported and re- OFWs enabling environment for focused integrated women migrant workers and attention needs overseas Filipinos and in to be given to executing their mandates the especially under the MCW precarious situation of Review gender returned OFWs responsiveness of existing because of the bilateral agreements with pandemic migrant-receiving countries to ensure better work

8. Women in the Women in the Proportion of informal To be determined To be determined conditions for Filipino DOLE informal informal economy employment in total women, particularly those in DAR economy are enjoy labor rights employment by sex vulnerable skills categories. DA mostly confined and protection and sector in low-income Strengthen the reintegration activities such program for returning women as unpaid OFWs; facilitate their access 72 family work, Presence/absence of 0 1 to skills for employment and DOLE industrial law to protect the skills for entrepreneurship DTI homework and rights of workers in the training programs PCW street vending; informal economy. women in the Intensify programs for informal families left behind by economy have women migrant workers to limited include basic financial opportunities literacy, savings for capital for organization build-up, and retirement. and representation Create mechanisms to and are synchronize the data inadequately collection and analysis of covered by OFW data, with particular social attention given to women in protection vulnerable situations. especially in times of illness, Provide strategic investment disability, work in programs to generate injury, employment at scale to maternity, absorb the large ranks of unemployment, workers who lost their jobs and old age. during the pandemic, whether domestically or abroad. Invest in public works or cash-for-work initiatives as reintegration measures Link economic recovery with long-term sustainable development goals i.e., programs to regenerate the environment and mitigate and adapt to the impacts of climate change can generate 73 jobs for women, including OFW returnees Advocate or invest in public investment that would create jobs in the renewable energy, agroforestry, and circular economy sectors Invest in highly sustainable projects at the LGU level, such as construction/demarcation of bicycle lanes and the expansion of green spaces. 74 STRATEGIC GOAL AREA 2 Accelerated Human Capital Development Through Investment in Gender Equality and Women’s Empowerment 75 CHAPTER 4 HEALTH AND NUTRITION Situation of Women and Girls The GEWE Plan 2019-2025 calls attention to the needs of poor women who have multiple and intersecting barriers to health care due to class, age, gender orientation, ethnicity, religion, ability and other identity markers that create marginalization. Different groups of women face different and additional constraints resulting from the expensive cost of medical care in the country and the limited capacity of underfunded public hospitals. These are the root causes of why issues related to sexual and reproductive health of women and girls persist: prevailing high maternal mortality rates, alarming teenage pregnancy rates, and ballooning cases of HIV/AIDS cases, among many others. A milestone in the Philippines health system was the passage of the Universal Health Care law in 2019. It was to bring massive reforms to the Philippine health sector where all Filipinos will be guaranteed equitable access to quality and affordable health care goods and services and protected against financial risk. However, COVID-19 struck that halted the implementation of reforms towards full implementation of the law. Efforts taken by the government to contain the rapid spread of the disease also led to major disruption in the provision and delivery of primary health services, especially for sexual and reproductive health. During the pandemic, the weaknesses of the healthcare system surfaced and its capacity was stretched to the limits. Accessing reproductive health care services for adolescents and pregnant women became particularly challenged as a result of lockdowns and transport disruptions and a reluctance on the part of the women to go to health facilities because of fear of COVID-19 infection. In addition, some health facilities where pregnant women usually accessed care were transformed to serve as COVID-19 facilities and for some institutions, out-patient services were temporarily discontinued. This scenario particularly impacted women’s access to long-acting reversible contraceptives and other permanent methods that require trained healthcare workers to administer and require clients to t ravel to health facilities. Based on the 2020 Annual Report for the Responsible Parenthood and Reproductive Health Act (June 2021), the pandemic drastically affected the lives of families many of whom experienced hunger or insufficient resources to afford a diversified and balanced diets, making them vulnerable to all forms of malnutrition including micronutrient deficiency. Children who used to access health and nutrition services such as immunization, Vitamin A supplementation, and supplementary feeding were no longer going to school and day care; hence, all these came to a halt. An online Rapid Nutrition Assessment, conducted by the Food and Nutrition Research Institute in 2020 to determine the impact of the pandemic on nutrition, confirmed that the utmost concern of the population was the loss of jobs along with increased food insecurity. On a positive note, the assessment noted that breastfeeding, either exclusive or any form of breastfeeding, was still high (60.8% and 59.7%, respectively); most of the young children (93.3%) meet meal frequency; and Barangay Health Centers are the most accessible health service facility during pregnancy and source of nutrition messages. 76 Progress Towards Outcomes Maternal mortality ration (MMR) in 2018 was at 108 per 100,000 live births against the SDG target of 70 per 100,000 (2018, PSA-Civil Registry and Vital Statistics). The number of births to girls/women ages 10-19 years old in 2016 totaled 203,085, slightly decreasing to 196,478 in 2017, 183,000 in 2018 and down to 180,916 in 2019 (PSA, CRVS). Despite this positive trend, the Philippines still has one of the highest adolescent birth rates among ASEAN Member States.89 The government has described this as an alarming situation where interventions to address it are considered a national priority. Thus, Executive Order No. 141 “Adopting as a National Priority the Implementation of Measures to Address the Root Causes of the Rising Number of Teenage Pregnancies and Mobilizing Government Agencies for the Purpose” was issued. However, despite the worrying state of teenage pregnancy among young people in the country, the DepED has yet to fully implement the Comprehensive Sexuality Education (CSE) in schools as decreed in the RPRH Law. Reported progress is in connection to th e initial preparatory steps that include developing CSE curriculum standards, validating learning resources, and orientation for regional/division supervisors, and several batches of teachers through webinars. In addition, preparatory steps for CSE integra tion in the K-12 basic education curriculum have been completed. For SY 2020-2021, the CSE is being pilot tested in selected divisions and schools in regions I, VII and XI. As part of the Expanded Social Assistance Program of the Asian Development Bank to the Pantawid Pamilyang Pilipino Program, a Gender Action Plan was developed in 2019. Among the indicators that the plan will track and monitor are strategies and interventions to reduce the prevalence of early pregnancies, improve the pre- and post-natal care of pregnant mothers, and decrease the incidence of adolescent girls dropping out of school due to early marriage or pregnancy. The 4Ps program continues to expand its contribution to help reduce the alarming increase in teen-age pregnancy. Monitoring of succeeding/early pregnancy is covered by the Not Attending School (NAS) monitoring template. Management of these cases are addressed using the Kilos-Unlad tools and processes, along with the 4Ps Case Referral Pathway on Early Pregnancy and Cohabitation. Case managers work on building partnerships with various institutions to engage private individuals, groups, and organizations to provide tutorial, mentoring, and psycho-social interventions for adolescents. Rural health units and barangay health stations have been upgraded to Basic Emergency Obstetric and Newborn Care (BEmONC) providers, to perform normal spontaneous deliveries and emergency obstetric functions. The DOH has also funded the upgrading of hospitals to Comprehensive Emergency Obstetric Care and Newborn Care (CEmONC) providers to perform highly specialized obstetric interventions and more advanced newborn resuscitations.90 89 Country Gender Profile Philippines 2020, UPCWGS, for the European Union. 90 Responsible Parenthood and Reproductive Health Report, 2019. 77 DOH Health Facility Enhancement Program (HFEP) Health Facility 2019 2020 2021 BHS → Basic 14 completed; 2 2 ongoing Emergency ongoing Obstetric and Newborn Care Rural Health Unit 1 completed; 1 2 ongoing 1 ongoing ongoing Equipment 2019 2020 2021 provision Barangay Health 66 delivered & 7 delivered 4 Awarded Station 1 ongoing Rural Health Unit 1 delivered &1 ongoing 3 delivered 2 Awarded Health Teams composed of doctors, nurses, and midwives numbering 2,432 have been trained in BEmONC as of May 2020 surpassing the target of 1,948 (Source: NSMP Report, 2020). Service capacity of birthing centers in BEmONC provision was rated to be adequate at 75 percent (Source: Assessment of Philippine BEmONC Initiative, DOST -DOH-PCHRD, 2020). The review process of the plan updating noted the factors that continue to hinder women’s and girls’ access to adequate SRHR information and services. One factor that remains to be a challenge relates to the health seeking behavior of women and girls that continue to be dictated upon by social norms and cultural beliefs. 91 Structural barriers continue to exist despite the laws that are in place. For example, due to the Catholic influence, conservatism, and existing stigmas surrounding SRHR, some of the provisions of the RPRH remain to be not fully implemented, such as the comprehensive sexuality education, and access to a wide- ranging option for contraception, information, and services, especially for the youth. The existing legal barriers such as the RPRH requirement of written parental consent for access to contraception by minors make some practitioners hesitant about delivering SRH services without written parental consent given the possibility that they may lose their license. In addition, there is a need to align the many existing policies (the 2008 MNCHN Policy, the Sustainable Development Goals Health Action Plan, the Philippine Develop ment Plan, Universal Health Care Law) that may be confusing rather than facilitating the efficient and adequate delivery of information and services. Recognizing the urgent need, POPCOM has strengthened its efforts, particularly during the pandemic, in demand generation activities and provision of services. It immediately issued a set of guidelines to ensure the resupply of pills and condoms and provision of FP information by barangay population volunteers and workers. The DOH on the other hand included in its 91 Valerio and Butt, 2020, Oxfam Philippines,Research Report, Intersecting Injustices - The links betw een social norms, access to sexual and reproductive health and rights, and violence against w omen and girls. chrome - extension://efaidnbmnnnibpcajpcglclefindmkaj/view er.html?pdfurl=https%3A%2F%2Fw w w .alnap.org%2Fsystem %2Ffiles%2Fcontent%2Fresource%2Ffiles%2Fmain%2Frr-intersecting-injustices-social-nor ms-srhr-vaw g- philippines-121120-en.pdf&clen=1473058 78 issuance the provision of responsible parenthood and family planning and other reproductive health services as “essential services” in the time of the COVID-19 pandemic. The DOH also released the following issuances to aid in the provision of health s ervices for women amidst the pandemic: • DM 2020-0167: Continuous Provision of Essential Health Services During the COVID- 19 Pandemic • DM 2020-0222: Guidelines on the Continuous Provision of Family Planning Services during Enhanced Community Quarantine following the COVID-19 Pandemic • DM 2020-0261: Interim Guidelines on the Continuous Provision of Maternal Health Services during COVID-19 Pandemic • DM 2020-0319: Interim Guidelines on COVID-19 Management of Pregnant Women, Women About to Give Birth, and Newborns • DM 2020-0341: Interim Guidelines on Provision of Health Services for Adolescents • DM 2020-0351: Interim Guidelines of the Implementation of HPV Vaccination amid COVID 19 Pandemic • DM 2020-0237: Interim Guidelines for the Delivery of Nutrition Services in the Context of COVID 19 Pandemic Through the “Usap Tayo sa Family Planning Helpline” initiative, the POPCOM was able to reach and provide family planning information and referral services to 4,835 clients through SMS, chats, calls and email. Out of the total number of clients served, 82 were adolescents (15-19) with inquiries on pregnancy check-up, PSI (Progestin Subdermal Implant) insertion, use of pill, and menstruation-related issues. Cooperation and convergence of efforts among national, regional, local an d development partners to implement proven strategies to help prevent teenage pregnancies is strategic. POPCOM with the Zuellig Family Foundation and the Gates Institute implements “The Challenge Initiative” (TCI) which highlights the strong initiative of 13 cities in establishing adolescent and youth friendly cities in the Philippines towards the reduction of teenage pregnancies. In addition, POPCOM with the DSWD is developing a Social Protection Program for Teenage Mothers and their Children as provided for in the 2021 General Appropriations Act. Another DOH initiative to lessen teenage pregnancy rates is the #IChoose campaign brand for adolescent health. Partners in the program are encouraged to adapt the materials and assist in the implementation and dissemination. Proposed high-level grand launching of the campaign will be in November 2021 in observance of the National Children’s Month and the 18-day Campaign to End VAW. There is a good positive trend in indicators for improved nutrition levels among pregnant women and young girls. These include decreased prevalence of nutritionally at-risk pregnant women from 24.8 percent in 2015 to 22.9 percent in 2019, prevalence of nutritionally at-risk pregnant women below 20 years old decreased from 39.7 percent in 2015 to 32.6 percent in 2019, prevalence of anemia among pregnant women reduced from 26.1 percent in 2018 to 19.9 percent in 2019 and for lactating women from 14.4 percent in 2018 to 11.6 percent in 2019. In addition, the proportion of infants exclusively breastfed from birth to 5.9 months increased from 24.7percent in 2015 to 30.4 percent in 2019, and more pregnant women are accessing prenatal care and nutrition education. In the area of new policies, noted are the passage of RA 11148 or Kalusugan ng Mga Nanay Act (Mothers’ Health Act), RA 10028 providing establishment of lactation stations in 79 workplaces and public places and provision of lactation breaks for employed lactating mothers, and the passage of RA 11210 or the Expanded Maternity Leave. Programs in support of improved nutritional levels of pregnant women and young girls include the Iron and Folic Acid Supplementation Program among pregnant women; Food Fortification Program of basic commodities and other processed foods with iron; intermittent malaria treatment for pregnant women; deworming program for pregnant women ; increased budget for School Based Feeding Program; Weekly Iron Folic Acid Supplementation in schools and iron supplementation at the barangay level; promotion of Infant and Young Child Feeding; creation of breastfeeding support groups including in hospitals; continuing accreditation of Mother Baby Friendly Hospitals; and provision of breastfeeding areas in evacuation centers during emergencies and disasters. Attention of health experts have been called to the fact that the Philippines has one of the fastest-growing HIV/AIDS epidemics in the Asia-Pacific, with 13,384 cases as of 2018 against 4,300 cases in 2010 (UN Joint Program on HIV-AIDS). During the review for this update, the DOH reported that newly diagnosed cases in 2019 numbered 12,739; 8,039 in 2020; and another 7,088 as of July 2021. Categorized by sex, the data for January to June 2021 show that the infection affect men more predominantly (95%). The Department of Health reported that in 2017, 80 percent of People Living with HIV are in the youth sector, aged 15 to 34, a considerable percentage of whom are men who have sex with men and transgender women who have sex with men. To help raise awareness, the DepEd included in the Health Education and in the CSE of the K- 12 Basic Education the key concepts and messages to raise awareness and promotion of HIV prevention. The Department of Health, with support from the Global Fund implemented the BESHIE initiative (Bringing Education on Sexual Health and HIV in the Electronic World) which seeks to generate demands for HIV testing services, provide HIV prevention information, and offer referral service on HIV, STI, and sexual health. Apart from social media platforms, the various DOH Centers for Health Development (CHD) released TV advertisements as well as mass produced information, education, and communication (IEC) materials targeting key populations (KPs) nationwide. In 2020, DOH designated 56 primary HIV care facilities and 107 treatment hubs or a total of 163 facilities nationwide to provide HIV services, including free antiretroviral drugs. DOH, through the Philippine Health Insurance Corporation (PhilHealth), also continued to provide out-patient HIV and AIDS Treatment package for a maximum of PhP 30,000 (USD 66) per person per year. The Philippine Health Sector – HIV Strategic Plan (HSP) 2020-2022 was crafted guided by the Philippine Development Plan (2017-2022) and Universal Health Care Act of the Philippines and aligned with the 6th AMTP for 2017-2022 and the Sustainable Development Goals (SDG) which include a global target to end the HIV and AIDS epidemic by 2030. Targeting high risk key populations among men having sex with men, transgender women, young key populations, and persons who inject drugs in high burden areas, the HSP prioritized high impact prevention, testing, treatment and adherence strategies that will contribute to the achievement of the 95-95-95 targets, or 95 percent of PLHIV will know their HIV status, 95 percent of diagnosed PLHIV receive antiretroviral therapy (ART), and 95 percent of PLHIV on ART are virally suppressed. 80 The mechanism that continues to provide physical and emotional support to women are the Women and Child Protection Units (WCPU). As of December 2020, 113 WCPUs and VAWC Desks have been established in 57 provinces and 16 cities in the country. Progress that is being reported concern activities that are meant to strengthen the WCPU mechanism including the following: ➢ Providing support funds for capacity building of health personnel for hospital-based WCPUs, 3 Regional Training Centers ➢ Developed a National Strategic and Costed Implementation Plan for Women and Children Protection as guide to enhance the functionality of WCPUs ➢ Training provided for doctors, social workers, nurses to be able to handle and manage VAWC cases provided by the Child Protection Network However, there is a need to assess how well the WCPU mechanism is addressing the expanded issues of women related to mental health, recalling that this mechanism was set up primarily to address VAWC. Another milestone legislation in the history of the Philippines, Republic Act No. 11036 or the Mental Health Act, was signed into law in 2018. It provides a rights-based comprehensive framework for optimal mental healthcare in the Philippines. The law also establishes the Philippine Council for Mental Health, a policy-making advisory body, mandated to develop a national multi-sectoral strategic plan to ensure the law’s full implementation. In accordance with the Mental Health Act, the DepED issued a department order that provides guidance for schools on counseling and referral procedures in addressing the needs of students who need help and mental health care services. Homeroom guidance in schools has been expanded to emphasize life skills development that addresses the academic, personal, social, and career development aspects of learners. However, while several initiatives related to mental health are ongoing, these do not specifically address the gender-differentiated impact of these types of ailments on women and men. Another law passed in 2020 is Republic Act 11476, or the Good Manners and Right Conduct and Values Education Act that provides for the empowerment of Filipino youth to contrib ute to nation-building while protecting their physical, moral, spiritual, intellectual, and social well - being. The law is expected to strengthen learners’ decision -making skills, attitudes, and behaviors. The DepEd has identified 313 Most Essential Learnin g Competencies that will be taught from Grades 1-10 beginning School Year 2020-2021. Constraints to implementing the new laws that are contributory to developing good mental health are many particularly given the aftermath of the COVID-19 pandemic. In addition, there is a lack of mental health professionals in the country, and obtaining commitment of local chief executives and Chiefs of Hospital to support the establishment of WCPUs continue to be a big challenge. This could be addressed by the new Mandana s-Garcia Ruling and linking the resources required to the GAD Budget policy. The DepEd is concerned about the lack of Registered Guidance Counselors in schools for service delivery, and the need to develop a monitoring system within the department to better keep track and align activities in support of mental health that are being done by the various offices and units. 81 Given new data and developments, the DOH proposed to add another gender issue to the GEWE Plan Results Matrix for Health. This is following the recommendation made by the Global Fund to Fight Against Tuberculosis, Malaria and HIV-AIDS, Breaking Down Barriers Initiative (2020). 92 Gender issue: There are gender-related barriers to Tuberculosis (TB) prevention, diagnosis, and treatment that need to be addressed. More men than women are diagnosed with and die from TB. However, TB kills more women per year than all causes of maternal mortality combined. 93 Based on both biological and social factors, men and women face different TB disease risks and burdens over their life cycle. In addition, gender and sexual minorities (LGBTQIs) experience particular challenges with accessing TB services. There are already many good practices from around the world that could help inform efforts to address this gender issue. These include: ➢ Identifying and addressing gender-related barriers to TB prevention, diagnosis, and treatment. This involves examining the gender dimensions of TB transmission, diagnosis, and treatment in many areas such as those in pattern s of power and decision-making, and cultural norms, beliefs and behaviors. ➢ Using gender analysis to develop gender-sensitive programming explicitly integrates gender throughout the project life cycle and promotes the collection and use of sex- disaggregated data that can point to potential inequities in TB service use. ➢ Capacity strengthening for gender-sensitive TB service delivery Gender equitable TB service delivery means finding ways to address existing barriers across the TB diagnosis, care and treatment. Gender modules for TB training curriculum for healthcare workers, emphasizing that TB impacts men and women in different ways have been developed and may be adapted for use in the country. The national TB program is shifting from a traditional medical model towards a “patient- centered care” approach. This offers increased opportunities for implementing elements of rights-based programming including mobilization of community groups, stigma and discrimination reduction, training of health care workers in human rights and ethics, and addressing gender-related barriers to prevention and treatment. In addition, the GEWE Plan recognizes the health needs of the LGBTQIA+ community, especially transgender and gender nonconforming individuals. Thus, the health sector has modified the Results Matrix to highlight the needs of these individuals especially under the following gender issue statements: Inadequate Access of Women and Girls to Sexual and Reproductive Health (SRH) Services and Information; Growing Prevalence of HIV and AIDS; and Poor mental health among women (associated with their multiple roles, gender discrimination and associated factors of poverty, hunger, malnutrition, overwork, domestic violence and sexual abuse). 92 See The Global Fund “PHILIPPINES Mid-term Assessment” Global Fund Breaking Dow n Barriers Initiative, September 2020, Geneva, Sw itzerland) - https://w ww.theglobalfund.org/media/10270/crg_2020- midtermassessmentphilippines_report_en.pdf 93 PATH-TB-Gender, October 2020, chrome- extension://efaidnbmnnnibpcajpcglclefindmkaj/view er.html?pdfurl=https%3A%2F%2Fpath.azureedge.net% 2Fme dia%2Fdocuments%2FPATH- TB- Gender-tw o-pager-October2020_FINAL.pdf&clen=446410 82 Strategies are outlined in the immediately following Results Matrix. Just to highlight that during the remaining plan period, it is imperative to ensure that women's rights and needs do not take a backseat because of the pandemic; that efficient delivery of essential health services will be part of a comprehensive pandemic recovery plan, including continued and enhanced delivery of SRHR information and services for vulnerable populations, particularly adolescent girls; people living with disabilities, LGBTQIA+ persons, indigenous women and girls, women deprived of liberty, among many others. 83 CHAPTER 4: HEALTH AND NUTRITION Overall Strategic Outcome: Women and girls, particularly among the poor and marginalized groups, have reduced health-related vulnerabilities and improved access to gender-responsive, age-appropriate, disability and culture-sensitive health services particularly in sexual and reproductive health, nutrition and family planning. Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Indicator Baseline Target Agency

1. Persistence MMR significantly Maternal 108 per 100,000 2022: 90 per Fully implement the RPRH Law and DOH of high reduced mortality ratio Live births in 100,000 live other health policies and plans, and PhilHealth Maternal (MMR) 2018 births ensure timely and effective delivery of LGUs Mortality RPRH and other health services Ratio (MMR) (source: PSA- (PDP 2017- especially to the poor and marginalized CRVS Estimates) 2022 and sectors. National Objectives for Strengthen institutional mechanisms Health) and collaboration with other service providers to improve delivery of 70 per 100,000 gender-responsive, age-appropriate, live births by disability and culture-sensitive 2030 (SDG) reproductive health services especially to the poor and marginalized sectors. Intensify programs that address the leading causes of mortality among pregnant women, including TB % of LGUs with Number of Cities Increased Intensify PhilHealth accreditation of engaged and Municipalities number of LGUs birthing centers with Maternity Care Maternity Care with Accredited with Accredited Package (MCP) Package (MCP) outpatient clinic outpatient clinic Providers Proportion of 2017: 78% 2022: 95% Strengthen the Barangay Health DOH births delivered Emergency Response Teams LGUs in a health (NDHS, PSA) (PDP Values) (BHERT) and ensure that community facility members, including 84 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Indicator Baseline Target Agency traditional/indgenous health care providers are in these mechanisms. Proportion of 2017: 84.4% 2022: 99% Same as above DOH births attended (NDHS, PSA) (PDP Values) LGUs by skilled health personnel Percentage of 2017: 87% 2022: 95% Same as above DOH women ages 15- (NDHS, PSA) LGUs 49 who give (PDP values) birth and receive 4 or more antenatal care check-ups

2. Inadequate Improved access Modern 2017: 24.9% 2022: 30% Improve the delivery of comprehensive DOH Access of of women and Contraceptive (NDHS, PSA) (PDP values, SRH services particularly to those LGUs Women and girls, including Prevalence Rate NFP Program) farthest behind in access due to their DepEd Girls to those of the (mCPR) among location, ability, gender orientation, POPCOM Sexual and LGBTQIA+ all women and age among the poor and Reproductive community, to marginalized sectors. Health (SRH) comprehensive Adolescent Birth 2017: 47/1000 2022: 37/1000 Services and SRH services Rate (ABR) live births live births to Build the capacity of health providers Information and information (NDHS) women 15-19 on necessary competencies and years boundaries when interacting with Unmet need for 2017: 10.8% 2022: 8% transgender and gender modern family (NDHS) (PDP, NFPP) nonconforming individuals planning Ensure the full implementation of Improved access Proportion of To be determined To be Comprehensive Sexuality Education to RHUs determined (CSE) protocols in all public and comprehensive with available private elementary, junior and senior SRH commodities for high schools, learning centers for services for TSW and MSM Special Education (SPED) and 85 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Indicator Baseline Target Agency transexual Alternative Learning System (ALS), women (TSW) and laboratory schools of state and and men having local universities and colleges sex with men (SUCs/LUCs) in lieu of DepEd Order (MSM) No. 31, series 2018 (DO 31). Immediately identify actions or required policies to collect data for indicators without baselines and HPB, DPCB, targets EB Ensure availability and access of men to various contraceptive methods including vasectomy. Intensify awareness raising campaign on men’s involvement and/or participation in family planning. Improve the delivery of comprehensive SRH services particularly to transgender and gender conforming individuals. Intensify information and education campaigns on Sexual Orientation, Gender Identity and Expression (SOGIE) especially for Health Care providers. Adolescents 57.1 (NDHS, 37% (by 2022) Same as above DOH aged 15-19 2013) LGUs years birth rate POPCOM 86 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Indicator Baseline Target Agency per 1,000 women in that age group Percentage of 2016: 65.4% 90% by 2022 Same as above DOH health facilities (DOH LGUs with no stock PDP Indicator Pharmaceutical out of essential (added during the Division as drugs and updating) indicated in the vaccines New Normal on (disaggregated Health) by type of facilities to classify essential drugs per level) Percentage of No data 100% of claims Same as above DOH claims for are released LGUs PhilHealth and disbursed PhilHealth maternity benefits released

3. High Improved Proportion of 24.8% (NNS, 20% (PPAN Improve the delivery of nutrition DOH Prevalence of nutrition levels nutritionally-at- 2015) 2017-2022) programs and services including better LGUs Malnutrition among pregnant risk pregnant targeting for IEC campaigns to NNC and Iron- women and women National Nutrition highlight the importance of nutrition to FNRI Deficiency young girls Survey securing a future of healthy generation. DepEd Anemia among Include transformation of gender Pregnant norms that reinforce poor nutritional Women and levels among pregnant women. Girls Prevalence of 11.7% (NNS, 6.0% (PPAN Improve the nutrition education, DOH anemia among 2015) 2017-2022) delivery and compliance monitoring of LGUs women of micronutrient supplementation FNRI reproductive programs. NNC age 87 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Indicator Baseline Target Agency Pregnant: 24.6% Pregnant: Include transformation of gender (NNS, 2013), 11.6% (2022) norms that reinforce poor nutritional Lactating: 16.7 % Lactating: 7.9% levels among pregnant and lactating (NNS, 2013) (2022) women and women of reproductive WRA 15-49 years WRA: 6% age. old (non- pregnant, non- lactating) 11.6% Prevalence of anemia in women aged 15 to 49 years, by pregnancy status (percentage) - same baseline and target Prevalence of 2015: 48.8% 2022: 72.3% Increase advocacy to both public and DOH exclusively (NNS, 2015) (PDP, PPAN private entities to adhere to the LGUs breastfed 2017-2022) provisions of RA 10028 and relevant FNRI children among policies (e.g. MCW, DILG MC 2011-54, NNC 0 to 5 months etc.) including availability of lactation old stations in workplaces and public places, provision of lactation breaks, etc. Sustain and intensify attention to health needs of women in informal workplaces through capability building of LGUs in institutionalizing successful efforts in lactation management program in the local health investment plans.

4. Inadequate Significantly Number of To be determined To be Immediately identify actions or DOH, LGUs knowledge improved health service determined required policies to collect data for 88 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Indicator Baseline Target Agency and experience by providers indicators without baselines and Data source: sensitivity of women and girls trained in targets. NDHS, DILG Health Care of their interaction Gender- Providers to with public health Responsive and Issue policy and guidance notes on the DPCB, particular care facilities Rights-Based gender responsiveness of health, HHRDB health- Integrated nutrition and FP services in related Sexual and compliance with law (for health care issues and Reproductive providers and health facilities). constraints of Health (GRRB- poor women IRH) service Revisit the existing training modules if and girls delivery it has incorporated gender, culture, and disability sensitivity, including special attention to the health needs of the LGBTQIA+ community Ensure awareness of duty-bearers to the special health needs of people with different SOGIE, as well as new regimens to assist them, including but not limited to hormone therapy, voice and communication therapy, appropriate sexual and reproductive health and mental health services Expand existing data systems to enable sex disaggregation of data and analysis that is cognizant of health needs of sexual minorities. Number of To be determined To be Same as above DOH, LGUs health service determined providers trained on handling pregnant 89 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Indicator Baseline Target Agency women and girl children clients with disability

5. Growing Reduced Number of 9,264 (2016, 2022 Target: Strengthen awareness raising and PNAC Prevalence of prevalence of newly Total) 18,900 include a focus on the disease in the DOH HIV and HIV/AIDS among diagnosed HIV (Reference: delivery of comprehensive SRH LGU AIDS women cases/year, 33 cases per day AIDS Epidemic programs and services. PIA (for disaggregated (HARP, Model (AEM)- advocacy by sex September 2018) Spectrum 2019) Adopt Strategies indicated in the 6th campaigns) (Definition: AIDS Medium Term Plan, including a Newly Note: Sex- “By 2030, end focus on the LGBTQIA+ community diagnosed disaggregated the epidemics of particularly transgender people and cases reported data not AIDS, non-conforming individuals. in the HARP are available. tuberculosis, clients who malaria” Strengthen mechanism for information underwent dissemination on HIV. confirmatory testing and were Enhance advocacy campaigns to tested positive openly/publicly talk about the issue for HIV for the (e.g., counselling, rehabilitation, specified year therapy, including partnership with and are not private organizations in undertaking necessarily new relevant activities, etc.) infections (HARP, 2018). 90 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Indicator Baseline Target Agency Percentage of 24,754 / 41,130 55,791 / 79,702 Reach key populations for HIV DOH People Living or 60% (HARP, or 70% awareness, promotion of HIV testing, LGUs with HIV December 2017) condom education and distribution. DepEd (PLHIV) on Antiretroviral 2016: 47.68% 2021: 90% of Screen key populations for HIV by Treatment (17,940/37,629) - Diagnosed trained and supervised member of (ART) denominator was PLHIV are on community-based organizations. updated after life-saving ART additional Test key populations for free at Social mortality reports 2022: 95% of Hygiene Clinics, TB facilities and were included Diagnosed antenatal care facilities. after the release PLHIV are on of December life-saving ART Enroll PLHIV to free antiretroviral 2016 HARP therapy (ART) at DOH-designated Based on treatment hubs /primary HIV care Health Sector facilities. Plan 2020-2022 Adhere to ART for PLHIV on ART and Reduced Number of new To be determined To be monitor response to treatment through prevalence of HIV HIV determined viral load testing. DPCB, EB, and STI infections and HPB among TSW and STI Immediately identify actions or policies MSM among TSW to generate data for indicators without and baseline and targets MSM Improve the delivery of comprehensive SRH services particularly to transgender and gender conforming individuals. Intensify information and education campaigns on SOGIE especially for Health Care providers.

6. Poor mental Improved mental Proportion of To be determined To be Immediately identify actions or DOH health among health among population by determined required policies to collect data for LGUs 91 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Indicator Baseline Target Agency women women, including age and sex indicators without baselines and NCMF (associated trans individuals who: targets. DepEd with their and gender multiple nonconforming a. Practice self- Note: Ongoing Fully implement RA 11036 – the Data source: roles, gender Individuals, care MH Literacy Mental Health Act PSA discrimination particularly Research NCMH and victim-survivors b. Seek MH commissioned to Strengthen awareness through MH CHED associated of violence, and services for UP CPH will help promotion campaign DILG factors of those from psychosocial determine the poverty, marginalized concerns baseline and Build evidence on the prevalence and hunger, social groups targets moving causes of mental health problems in malnutrition, c. Recognizes forward. women as well as on the mediating overwork, that person with and protective factors. domestic mental disorder violence and should be Promote the formulation and sexual treated implementation of health policies that abuse) humanely address women’s needs and concerns from childhood to old age. (PCMH strategic plan) Enhance the competency of primary health care providers to recognize and treat mental health consequences of domestic violence, sexual abuse, and acute and chronic stress in women. Include and highlight mental health in the delivery of basic health services including SRH through psycho-social counselling and support in cases of disaster, conflict, war and other crisis situations and circumstances (with consideration of the client’s age, gender, SOGIE, disability, ethnicity/culture, religion/beliefs, and other status) 92 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Indicator Baseline Target Agency Expand services for mental health to cover trans women and gender non- conforming individuals Integrate and highlight the importance of mental health and mental health symptoms management in education (including basic and higher education). Advocate, facilitate, and strengthen the organization of support groups and bodies on mental health and related issues. Number of 84 WCPUs in 48 81 provinces Establishment of Women and Child DOH WCPUs provinces and 8 and 42 Protection Units (WCPUs) to provide established chartered cities chartered cities comprehensive medical and have at least 1 psychological services to women and WCPU children who are victims of sexual abuse. Number of VAWC desks Capacity building of selected hospital that are personnel on the provision of gender- functional responsive, age-appropriate, disability and culture-sensitive WCPU services. Establishment of training centers to hasten capacity building of hospitals.

7. There are Improved benefit Number of Baseline to be To be Develop gender-related TB indicators DOH gender- by women and maternal deaths provided by DOH determined and promote the regular use of sex- related men from the due to TB (as National disaggregated data in policy and barriers to national TB cause of Tuberculosis program reporting Tuberculosis control program maternal Program (TB) mortality) Undertake gender-related and prevention, responsive training of TB practitioners 93 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Indicator Baseline Target Agency diagnosis, and Undertake research on gender and TB treatment that can further inform the that need to management of the disease. be addressed. Adapt good practices from around the world in addressing gender and TB control. Develop Tuberculosis Community Rights and Gender protocols and cascade implementation at the regional/LGU level 94 CHAPTER 5 EDUCATION The COVID-19 pandemic created the largest disruption of education systems in history, affecting nearly 1.6 billion learners in more than 190 countries and all continents. 94 Preventing a learning crisis from becoming a generational catastrophe requires urgent action from all as education is not only a fundamental human right. It is an enabling right with direct impact on the realization of all other human rights, particularly for the poor and marginalized and those who experience multiple layers of discrimination, such as women and girls. It is a primary driver of progress across all Sustainable Development Goals and a bedrock of just, equal, inclusive peaceful societies. 95 Education is a sector where the Philippines achieved gender equ ality targets in the Millennium Development Goals, having achieved universal access to primary education for girls and boys, with even higher literacy rate for girls than boys in both basic and functional literacy. However, while the total female literacy rate in the Philippines has remained at 98.20 percent for 2019-2020, gender analysts highlight that even before the crisis, nearly 63 percent of the young children who dropped out of school in the Philippines were girls. 96 Similar to global trends for middle income countries, the economic impact of COVID-19 threatens many poor families’ ability to afford sending their children – boys and girls- to school, with potential pressure on families to rely on young girls to help with the increased unpaid care work. Progress Towards Outcomes Marked gender segregation continues to be the norm in higher education courses. Male and female students continue to show no change in their choice of courses in higher education. In 2018, the DepEd Learner Information System generated the gap between male and female enrollees in the science, technology, engineering and mathematics (STEM) strand to have narrowed by 2.54 percent. For technical and vocational education and training (TVET), 32 percent of enrollees in non-traditional courses were women (2015 to 2019). In terms of graduates for the same period, 38 percent who graduated from courses in non -traditional trades were women. TESDA continues to play a significant role in opening up opportunities for women in male- dominated sectors with higher earning potential. In 2020, TVET Scholarship Programs had a total of 178,284 enrollees, 46 percent women and 54 percent men. This is already compliant with the gender equity requirement of the MCW. Gender biases and stereotypes are still embedded in instructional materials, classroom teaching strategies, learning media, and school policies. New instructional materials and learning materials have not been thoroughly reviewed thus contain some inaccuracy, factual errors and inappropriate content and language. Illustrations and images that reinforce the traditional roles and unequal representations of men and women have not been totally removed from learning materials. Similarly, gender biases in curricula, teaching methodologies and learnin g and training materials in higher education and TVET have not been substantially addressed despite the 94 https://unsdg.un.org/resources/policy-brief-education-during-covid-19-and-beyond 95 Ibid. 96 https://reliefw eb.int/report/philippines/covid-19- impact-w omen-philippines 95 promotion of Gender-Responsive Curricular Programs in higher education and the roll-out of the Gender Sensitive Curriculum and Gender Sensitivity Trainer’s Manual in TVET programs. TESDA’s various skills training programs in non-traditional trades and STEM-related areas reached 121,810 female beneficiaries in 2020. Of this number, 36 percent were women. The target of 3 percent annual increase was not achieved primarily due to the pandemic. A positive development and contribution of the Education sector to wards a practical need of women and girls is the introduction of the Comprehensive Sexuality Education (CSE) in Grade 8 under the content of Family Health and in Grades 11 and 12 under the Personality Development where GAD concepts are discussed. The policy guidelines for the implementation of the CSE (DO 31, s. 2018) define the key CSE concepts and messages, ensure that learners will have increased knowledge, clarified values and attitudes and enhanced skills to reduce risks to health outcomes and enable learners to achieve their full potential. The conditional cash transfer or the 4Ps program of the DSWD develops IEC and learning materials that promote cultural and gender sensitivity and responsiveness through education and capability-building. The program developed Guidance Notes for the conduct of mapping and assessment of the 4Ps beneficiaries to identify their gender -related needs and gaps in services. Results of the mapping inform a more realistic and needs-based interventions. Additionally, the 4Ps program is developing Guidance Notes in developing and enhancing culturally sensitive and gender-responsive learning modules and IEC materials. This document shall guide all internal and external developers of 4Ps modules, and IEC materials. The DepEd, with support from the UNICEF in the Philippines, is undertaking several interventions that address gender equality gaps. These include: • targeted campaigns to enjoin communities to encourage the large number of out-of-school girls to continue learning activities through the Alternative Learning System. • enhancement of a nationwide network of child protection units to facilitate better access of girls to multi-disciplinary telemedicine services for children survivors of abuse in the context of the COVID-19 pandemic. • leading a multi-agency campaign to increase public awareness about the link of the pandemic to the increased vulnerabilities of girls and boys to online sexual exploitation • collaboration with the largest helpline in the country, the Bantay Bata 163, for online chat- based and phone-based helplines nationwide, and with regional chapters to ensure services are delivered in local languages. This includes mental health and psychosocial support counselling for children and adolescents, and facilitation of case management services for girls and women survivors of sexual exploitation. • support to the inter-agency partnership among the Council for the Welfare of Children (CWC), the Department of Education (DepED), Department of Health (DOH) and the National Youth Commission (NYC) to develop and disseminate core messages on adolescent sexual health, teenage pregnancy, HIV, sexual abuse prevention and response, and mental health. • development of advocacy materials on teenage pregnancy, cyberbullying and HIV to assist teachers, health care providers, social workers, as well as trained peer educators and youth leaders with standardized information on sexual health within the broader adolescent health topics, to reduce stigma and to promote access to life -saving information and services. 96 Young girls continue to be vulnerable to sexual harassment and other forms of gender-based discrimination and violence in education and training institutions. In March 2021, media reported more reports of sexual harassment surfacing on social media than what schools investigate. The story of two girls who filed complaints also said that they felt their school administrators would side with their abusers. School administrators appeal to students to file complaints so they can investigate, but the law says that schools can initiate probes on their own. After a long-drawn process which was not easy on the young girls, the DepEd resolved the cases in favor of the complainants and noted in the decision that the school failed to protect the young complainant from bullying; the investigation done by the school was “tainted with irregularities and procedural defects”; the school failed to provide psychosocial intervention; and failed to forward all records of the case to DepEd. There is certainly a lot more work to be done despite the laws that have been successfully put in place. In the meantime, the CHED reports that a total of 64 cases of sexual h arassment were received by the GAD units of the 16 regional offices of the Commission from 2015 -2019. Mechanisms established in higher educational institutions (HEIs) to address the issue is the Committee on Decorum and Investigation (CODI) and women's desk. As of September 2021, there are 128 women’s desks established nationwide in HEIs which works closely with the CODI in handling sexual harassment related complaints. In the absence of a women’s desk, HEIs ensure that women’s concerns are addressed through integrating these services in existing offices such as the Student Affairs, Guidance Office, GAD Center, or provision of assistance in coordination with the women’s desk of the local government unit, barangay, or police. TESDA has established its CODI of Sexual Harassment Cases in all its 17 regional offices. The GAD Focal Point System-Executive Committee Chair instructed all regions to facilitate the establishment of CODI in all public and private TESDA Technology Institutions. Cases of sexual harassment in training institutes has not been high, but TESDA acknowledges that if they are to encourage girls and young women to enter the various fields of TVET, the institutions of training need to have a reputation for safety of its training environment. The National Children’s Month held every November based on RA 10661 is led by the Council for the Welfare of Children. DSWD and the NYC provide nationwide information dissemination campaign on the rights of children to be protected from all forms of violenc e, abuse and discrimination. CWC also leads the nation-wide campaign on the Girl-Child Week in March celebration and Child Sexual Abuse Awareness Week in February of every year. Emerging Gender Issues Filipino girls are at a heightened risk of sexual and gender-based violence (SGBV) and early pregnancy due to lockdown measures, which in turn negatively affect girls’ ability to access education and learn. Save the Children estimates that an additional 61,000 girls are at risk of child marriage and an additional 118,000 girls at risk of adolescent pregnancy across the East Asia and Pacific region within the next year alone as a direct effect of the COVID-19 pandemic.97 Both 97 Save the Children (2020): Global Girlhood Report 2020 97 issues – early child and forced marriage and adolescent pregnancy – are highlighted issues of girls and young adolescents as a result of the pandemic. Spending more time online during school closures and lockdowns can leave children vulnerable to online sexual exploitation as predators look to exploit the COVID-19 pandemic. Limited contact with friends may lead to heightened risk-taking such as sending sexualized images, while increased and unstructured time online may expose children to potentially harmful and violent content as well as greater risk of cyberbullying. Even before the pandemic girls were facing risks online. A study conducted by UNICEF found that 63 percent of girls in the East Asia and Pacific region had an upsetting experience online within the last year. 98 Data from the Philippines’ Department of Justice (DOJ) corroborate this study, revealing a four-fold increase in reports of online sexual exploitation and abuse during the country’s enhanced community quarantine period compared to the previous year. 99 Disparity in access and quality of education. While the geographical location is a factor, continuity in learning can be more attributed to economic disparity as girl children and young women from poor households/families cannot afford to buy even a simple or more sophisticated gadgets for learning and can barely pay for interne t connectivity or access a better internet service. This has bearing on their access to quality education beside the fact that girl children and young women from poor families given they are studying at home are expected to allot much of their time for unpaid and/or paid work. In addition to addressing the digital connectivity in geographically isolated and disadvantaged areas , it is important to also undertake initiatives to assess women and girls’ education needs for quality education. Distance learning programs are not always of good quality. In a global study, Save the Children found that more than 8 in 10 children surveyed felt that they were learning little or nothing at all. This figure was even higher for children living in poor households, displaced children, and girls.100 As countries continue to rely on blended or distance learning under the ‘new normal’, the challenges to delivering quality education will remain and the learning loss may deepen particularly for those children with limited access to distance learning options, many of them girls. In the Philippines, it is to be noted that blended/ hybrid learning is widely being adopted already in education institutions across basic, technical, and higher education levels. COVID-19 is exacerbating the digital divide between women and men. One of the reasons girls often have less access to distance learning opportunities than boys lie in the already existing digital divide. Recent research shows that women across the world access and utilize the internet less than men, and that the digital gender gap is growing, particularly in developing countries. 101 In the East Asia and Pacific region, 55 percent of men had access to the internet compared to 41 percent of women before COVID-19.102 In the case of the availability of devices and internet, girls are still often disadvantaged with regards to access in poorer multi-children households, in which the number of children exceeds the number of devices. 98 UNICEF,

2020. Our Lives Online: Use of social media by children and adolescents in East Asia- Opportunities, Risks and Harms 99 https://w ww.philstar.com/headlines/2020/05/26/2016491/online-child-sex-exploitation-spikes-264-loc kdow n 100 Save the Children, 2020, Protect a Generation - The impact of COVID-19 on children’s lives 101 UNESCO (2020): Covid-19 Education Response Education Sector Issue Notes Issue Note N° 3.1 – May 2020 cited in UNICEF Education COVID-19 Response Issue Brief: COVID-19 and Girls’ Education in East Asia and Pacific October 2020 102 ITU (2019): Measuring digital development Facts and figures 2019 98 COVID-19 also increases psychosocial stress and mental health issues of girls, affecting their ability to learn. The prolonged lockdown, economic stress on the family and the loss of the school support system can all result in psychosocial stress and mental health issues. Findings on the negative impact of the prolonged school closures and quarantine measures on girls’ mental health are consistent across countries in the East Asia and Pacific region. A recent survey of 800 girls and adolescents conducted by UNICEF Philippines found that 30 percent of girls felt worried and 28 percent felt sad. Only 14 percent of girls responded to have remained calm. 103 Another survey conducted by UNICEF Thailand with almost 7,000 participants found three out of four female respondents reporting mental health issues such as stress, boredo m, lack of motivation and frustration caused by the lockdown. 104 Both studies found that girls are generally more susceptible to mental health concerns than boys. In addition to these new emerging issues, the education sector continues to pay attention to gender issues pre-pandemic which includes the need to enhance the quality of education especially in hard-to-reach areas, gender segregation resulting in low enrollment in the STEM fields and continued vulnerability of girls and young women to sexual harassment and other forms of gender-based discrimination in schools and universities. Strategies The update notes the crucial need to ensure that gender issues in education are considered in the recovery and resilience programs. Below are proposals that have been put forward to address the emerging issues. Emerging Gender Issues Strategies Heightened risk of SGBV and early • Implement programs that are preventive of pregnancy GBV which target both men and women in education institutions. • Highlight the risks related to early/teen-age pregnancy in the CSE • Ensure compliance with CHED’s memorandum on Comprehensive Sexuality Education. • Enhance home-room guidance program (with GST for guidance counselors). Increased vulnerability to online • Support the passage of a bill to control online sexual exploitation sexual exploitation of women and children • Undertake cooperative approach involving government and the legislature to address cybercrimes • Schools should regularly educate both students and parents on safe surfing, through workshops and seminars; awareness of cybercrime should be a part of regular course work in educational institutions. 103 UNICEF, 2020, UNICEF Philippines Country Office UN Report Survey (COVID-19 Poll 3: Feeling, coping w ith emphasis on mental health 104 UNICEF (2020): An analysis of survey results on impacts of COVID-19 pandemic on children and young people and their needs in Thailand 99 Emerging Gender Issues Strategies • Carefully monitor and keep secure the free internet facilities provided to educational institutions • Undertake productive tie ups between IT companies and law enforcement authorities to help in tracking and penalizing individuals who indulge in such crimes. Increased psychosocial stress and • Intensify skilling of guidance counselors on mental health issues of girls mental health issues Digital divide that may leave behind • Explore provision of appropriate ICT (e.g. the learning continuity needs of poor laptops) to ensure that disadvantaged children girls and women in geographically do not fall behind in their education isolated and disadvantaged areas. • Ensure affordable access to ICTs to facilitate online education & training, work, & job sharing. • Invest in girls’ & women’s digital skills building • Target women and girls in programs aimed at ensuring quality learning continuity • Address the digital divide between central areas versus GIDA areas in terms of ICT and internet connection. • Keep girls’ needs at the center of the analysis of the solutions and decisions • Assess and address needs of girls, particularly from GIDA areas, to return to school 100 CHAPTER 5: EDUCATION Overall Strategic Outcomes: Women and girls are equipped for higher paying careers and professions in science, technology, engineering, agriculture and mathematics; significantly reduced incidence of sexual harassment and other forms of VAW in schools; education institutions significantly contribute to transforming social and cultural norms that reinforce discrimination and inequality; and, improved school performance of boys. Gender Issue Outcome/ Outcome/ Result Strategy Responsible Statement Result Indicator Baseline Target Agency Statement

1. Gender and Increased Number and Number: 10% increase by Review existing scholarship DepEd cultural norms participation of proportion of women 473,845 2025 programs to encourage CHED influence women’s women in STEM enrolled in STEM (2017-18) (depending on more women to get into HEIs choice of fields of study courses budgetary STEM courses, particularly DOST education % Women: allocation, per RA those from poor and resulting in their 10931-UAQTE) marginalized sectors. Note: The low enrolment in Number and Number: 116,898 10% increase by update noted the STEM fields proportion of women (2016-17) 2025 Formulate standards and that the that are graduates in STEM (depending on promote TVET programs inclusion of associated with courses % Women: budgetary (diploma courses) for the DOST increased income allocation, per RA women that cultivate higher will provide and expanded 10931-UAQTE) order analytical skills that is an inclusive options for women Number of women From 2015 to 3% annual demanded by the labor and holistic Enrolled, 2019, there were increase in market. approach in Graduated, 62% or 2,704,222 women’s increasing Assessed, Certified, male enrollees as enrolment in Non- Collaborate proactively with the and Employed compared to traditional and/or the private sector, LGUs and participation (EGACE) in non- female enrollees STEM-related relevant government of women in traditional skills at 32% or training programs agencies to design remote STEM training programs 1,653,007 in the (Reference: on-the-job-training and through its and STEM-related following non- TESDA's 2020, apprenticeships programs policies and programs traditional female 2021 Planning among women to support programs fields Guidelines) the creation of digital (i.e., and/or STEM- careers. scholarships related training and programs: Institutionalize the capability Agriculture, integration of gender building Forestry and equality and women’s activities) in Fishery; empowerment messages support of 101 Gender Issue Outcome/ Outcome/ Result Strategy Responsible Statement Result Indicator Baseline Target Agency Statement Automotive and and materials in education gender and Land IEC, outreach and other development. Transportation; programs. Construction; Electrical and Gender-sensitive curriculum Electronics; and women-friendly Heating, equipment for STEM Ventilation, Air- students. conditioning and Refrigeration; Conduct of STEM Information and promotions activities. Communication Technology (ICT); Conduct of STEM teacher and Metals and trainings. Engineering. (Reference: TESDA’s Inputs to the Philippines’ 2020 CEDAW Preparation Report submitted Immediately identify actions to PCW) or policy to generate and Number and Number: 14,087 17,747 collect data for indicators proportion of women (2018) (2022) without baseline and targets. granted STEAM scholarships % Women: % Women: Number and Number: 2,301 652 proportion of women (2018) (2022) graduated from STEAM courses % Women: % Women: through the scholarships Number and 8,822 Number: 10,034 proportion of women (2018) (2022) 102 Gender Issue Outcome/ Outcome/ Result Strategy Responsible Statement Result Indicator Baseline Target Agency Statement who attended STEM promotions activities % Women: % Women: Number and Number: 904 Number: 1,776 proportion of women (2018) (2022) who participated in the STEM teacher % women % Women: trainings conducted

2. Continued Reduced Percentage of GBV Number of cases 100% of cases Fully enforce the law on CHED vulnerability and vulnerability to and VAW cases resolved: 5 are resolved sexual harassment and its DepEd heightened risk to gender-based resolved related rules and regulations HEIs sexual violence in % resolved: for educational and training CWC harassment and educational institutions. other forms of institutions/ Number of 10 10% increase or gender-based learning spaces mechanisms yearly Implement programs that are discrimination and including improvement of preventive of GBV which violence in infrastructure and infrastructure and target both men and women education and facilities established facilities in education institutions. training institutions in education to address GBV due to the institutions to Develop IEC, policy notes, pandemic address GBV and guidance that Proportion of To be determined To be determined encourage social norms and Low rate of schools with access behavior that support disclosure despite to basic sanitation respect for women and girls the increasing facilities and non-discrimination. incidence (indicative of still Monitor functionality of prevailing culture established enabling of “silence”, and mechanisms (e.g. CODI, ineffective VAW Desk, child protection systems to committee) to prevent and redress) address gender-based violence in education institutions and apply 103 Gender Issue Outcome/ Outcome/ Result Strategy Responsible Statement Result Indicator Baseline Target Agency Statement lessons learned to improve their effectiveness. Develop tools and mechanisms to monitor functionality of schools with respect to Child Protection Policy. Intensify the involvement of parents and/or guardians in IEC campaigns related to all forms of gender-based discrimination and violence in learning institutions.

3. Gender biases Developed and Presence of a CHED Policy for basic Develop clear implementing and stereotypes enforced policy comprehensive Memorandum education, higher guidelines to ensure are still embedded and standards policy on the gender Order No. 1, education and implementation of gender- in curricula, for gender- responsiveness of series 2015 TVET responsive education policy. instructional responsive the school system materials, curricula, DepEd Order No. Develop, implement, and classroom instructional 32, S. 2017 – monitor policies and teaching materials, Gender- standards on gender- strategies, teaching Responsive Basic responsive curriculum learning media, competencies Education Policy development. and school and methods Number of curricular 14 At least 20% of Encourage and support the policies. levels reviewed and curricula reviewed inclusion of GAD education for which gender each year for in the education curricula, responsive gender particularly in the subjects of standards are responsiveness Social Studies, Values developed Education, Filipino and Number of 8 To be determined English moral stories, and textbooks reviewed events/seminars for and revised to students, teachers, staff, rectify gender 104 Gender Issue Outcome/ Outcome/ Result Strategy Responsible Statement Result Indicator Baseline Target Agency Statement biases and parents, and other stereotypes stakeholders. Number of school 20 All schools’ policies reviewed for policies have Enable writers, reviewers, discriminatory been reviewed in faculty and school provisions and strict compliance administrators to integrate revised accordingly to DO 32, S. 2017 gender equality and Number of HEIs with To be determined To be determined women’s empowerment in policies on the use curricula and instructional of gender-fair materials development. language (CHED MO No. 1 s. 2015. Develop teaching materials and exemplars on gender- responsive teaching techniques and classroom management across learning areas. Develop guidelines and training for teachers for delivering age- appropriate education on sexual and reproductive health and rights. Conduct inventory of materials containing gender stereotypes and biases and execute corrective measures. Ensure compliance with CHED’s memorandum on Comprehensive Sexuality Education. 105 Gender Issue Outcome/ Outcome/ Result Strategy Responsible Statement Result Indicator Baseline Target Agency Statement Enhance home-room guidance program (with GST for guidance counselors). Intensify articulation of GBV laws including the new SSA at the highest level of every school/training institutions. Strengthen school mechanisms to monitor the policies’ implementation, like gender audits. Create/develop a large scale referral system where schools can flag that a teacher has a record of sexual harassment to ensure that predators are not able to teach in other schools (CHED, DepEd)

4. Underperformance Improved Percentage of pre- Higher Education, To be determined Issue policy guidelines to DepEd of boys in key education school, elementary, 2017-18: ensure that girls and boys TESDA education outcomes for secondary, post- • Male: have equal treatment and CHED indicators boys secondary and 44.44% opportunities for academic college enrollees • Female: performance, leadership in and graduates by 55.56% school/class organizations sex Elementary: and school activities, Secondary: journalistic endeavors, and College: similar activities. Functional Literacy Rate (%) by Sex 10- Generate knowledge and 64 years old better understanding of the 106 Gender Issue Outcome/ Outcome/ Result Strategy Responsible Statement Result Indicator Baseline Target Agency Statement Basic Literacy Rate To be determined To be determined root causes of boys’ (%) by Sex 10 years underperformance in and over schools. Drop-out rate (%) by To be determined To be determined Level and by Sex Enhance guidance and Cohort survival rate To be determined To be determined counseling programs of HEIs (%) by Level and by to focus on encouraging Sex boys to improve Net enrolment rate In TVET, from performance. (%) by Level and TESDA, 2016: sex Promote inclusive education Female enrollees in learner-friendly – 53% environments. Male enrollees - 47% Training completion rates – same for Females and Males (Reference: 2021 Gender Mainstreaming in TVET for the Informal Economy presentation) Access to TVET Scholarship Programs (2020) 46% females 54% males 107 Gender Issue Outcome/ Outcome/ Result Strategy Responsible Statement Result Indicator Baseline Target Agency Statement Number and proportion of out-of- school youth by sex Number and proportion of enrollees in ALS by sex

5. Need to address SGBV-free PPAs that address 0 PPAs for recovery Ensure that girls and young DepEd COVID-19 related learning gender-specific and resilience in women are not left behind in CHED gender issues in environment for issues in the the education the efforts to recover from TESDA education in the girls and women; implementation of sector are COVID-19 towards a more recovery and mental health the Learning gender inclusive and equitable resilience issues Continuity Program responsive quality education system. programs: i) addressed by in the new normal. SGBV, ii) schools’ Address the digital divide increased programs; and between central areas psychosocial the digital divide versus GIDA areas in terms stress and mental addressed of ICT and internet health issues of through effective connection. girls, and iii) policies digital divide that /programs Undertake initiatives that may leave behind could asses their education the learning needs of women and girls continuity needs of with a focus on enhancing poor girls and the quality of education women in received. geographically isolated and Keep girls’ needs at the disadvantaged center of the analysis of the areas solutions and decisions Assess and address needs of girls to return to school 108 Gender Issue Outcome/ Outcome/ Result Strategy Responsible Statement Result Indicator Baseline Target Agency Statement Explore provision of appropriate ICT (e.g. laptops) to ensure that disadvantaged children do not fall behind in their education Ensure affordable access to ICTs to facilitate online education & training, work, & job sharing. Invest in girls’ & women’s digital skills building Target women and girls in programs aimed at ensuring quality learning continuity Address the digital divide between central areas versus GIDA areas in terms of ICT and internet connection. Keep girls’ needs at the center of the analysis of the solutions and decisions Assess and address needs of girls, particularly from GIDA areas, to return to school 109 CHAPTER 6 SHELTER Access to adequate housing is a fundamental human right that is enshrined in numerous international agreements and conventions. Adequate housing was recognized as part of the right to an adequate standard of living in the 1948 Universal Declaration of Human Rights and in the 1966 International Covenant on Economic, Social and Cultural Rights. Yet millions of women and men continue to live without security of tenure, in inadequate or sub -standard housing, and without basic services. In the Philippines, the Housing and Urban Development Coordinating Council (as cited in the 2017-2022 Philippine Development Plan) estimated housing needs, which include accumulated and future recurrent needs for 2017-2022, to be about 6.8 million. Goal 11 of the SDGs targets that by 2030, access for all to adequate, safe, and affordable housing and basic services is ensured and slums are upgraded. This is the challenge that is faced by the government’s shelter agencies. Women’s rights to land, housing and property remain key areas where women face systematic discrimination and marginalization. 105 Thus, there has been strong advocacy built around these rights to address the inequalities faced by women in accessing productive resources - one of the root causes of women’s marginalization, and which cuts across the different sectors of the GEWE Plan. The UN and its various agencies aver that regardless of whether a woman lives in a rural or urban setting, land and property rights have major implications for the enjoyment of women’s human rights such as the right to equality, food, health, housing, work (engage in business) and education. Land and property rights have been recognized by the international development community as playing a critical role in advancing gender equality, and in tackling issues related to other human rights concerns, such as gender-based violence, and food security. Low-income women and men in slums and informal settlements live with the most tenure- and housing-related insecurity; low-income single women and women-headed households are often even more restricted in their access to housing. Housing is largely a woman’s issue, as women are primarily responsible for sustaining and maintaining the home and the family. However, women have limited access to adequate housing mainly due to their limited access to land and property and which translate to also limit their access to credit and financing for shelter. Despite significant gains that have been achieved in legal frameworks, the gap between equality under the law and equality in practice remains a formidable challenge as progressive laws too often go unimplemented and under-enforced. Stronger commitment among duty bearers in government, financial institutions, and other sources of credit to acknowledge and address the procedural constraints women, particularly from the poorer segments of the population, face in accessing housing is imperative. Progress Towards Outcomes The National Housing Authority (NHA) is the government agency tasked to develop and implement a comprehensive and integrated housing program which covers housing development and resettlement, sources and schemes of financing, and delineation of 105 https://opcedaw .w ordpress.com/2015/08/02/using-cedaw -and-its-optional-protocol-to-advance-w omens-land- and-property-rights/ 110 government and private sector participation. Its mission is to build affordable, livable, adequate, and inclusive communities with basic services and socio-economic opportunities. The NHA has endeavored to systematically address gender integration in the shelter program. It issued a Memo Circular in 2017 on Mainstreaming Gender in the National Housing Authority’s Resettlement Program, Policies, Guidelines, Activities, and Projects. The Circular is comprehensive and covers the policy framework for gender equality and women’s empowerment, Gender and Development principles, general guidelines, and implementation procedures, including the requirement for sex-disaggregated data for monitoring and reporting. The Circular clearly states the GAD Result Statement for NHA to be: By 2019, NHA policies and programs are gender-responsive, ensuring that women and men from the low-income and marginalized sectors are provided with safe, decent, affordable housing with adequate community facilities, utilities, and access to socio-economic opportunities (NHA, Memo Circular 2017-003). An assessment of how well the MC was carried out and evidence of results resulting from its implementation would be highly informative and could influence the manner of gender mainstreaming in other programs and agencies of government. NHA data show a 24 percent decrease in the number of completed housing units in 2020. The decrease is partly due to the slowdown brought about by the restrictions imposed at the onset of the pandemic. At the same time, government agencies were instructed to alloca te funds to implement COVID-related programs. Following the Memo Circular that it has issued in 2017 on GAD mainstreaming, the agency issued other circulars and guidelines that respond to women’s practical gender needs such as provision of adequate street lights for security and safety; and emphasizing the provision of access to social and economic opportunities. In line with the livelihood restoration perspective of housing settlements, and which is a priority need expressed by women in resettlement areas, the NHA provides their housing beneficiaries with livelihood assistance such as livelihood training and linkage to sub -contracting jobs. For the period 2019-2021, the NHA provided access to livelihood programs to a total of 88,827 individuals, 80 percent of whom were women. Women and Men Provided with Access to Livelihood, NHA, 2019-2021106. Year Male Female Total % Female 2019 8143 32574 40717 80% 2020 6485 25942 32427 80% 2021 3137 12546 15683 80% Total 17765 71062 88827 80% To help ease the impact of the COVID-19 pandemic on the economic activities and livelihood of housing beneficiaries, the NHA issued guidelines on the implementation of housing programs that respond to the practical gender needs of women. A recent issuance is Memorandum Circular 2018-012: Guidelines for Housing Units with Store Space in NHA Housing Development, providing for the allocation of space for economic activities such as the practice of one’s profession, or for engaging in home -based business such as dressmaking, tailoring, baking and/or running a sari-sari store. The allocation of space for livelihood activities also contribute to making basic services available which is a practical concern of women in the community. Towards addressing the need of women and girls for increased privacy and as a deterrence to violence against women and girls in the home, NHA’s housing projects have introduced 106 Source: National Housing Authority, Socio-Economic Development Division. 111 improvement in the design such as the provision of partitions and lofts. Accessibility to women’s basic needs is considered during the background investigation for settlement areas (accessibility to market, school, hospital) and homeowners are allowed to move in only if there are already provisions for water, electricity, and sanitation. The NHA also regularly conducts gender awareness orientation in their housing sites and ensures the participation of both women and men in all aspects of relocation. The Social Housing Finance Corporation (SHFC) is a government agency mandated to undertake social housing programs that respond to the formal and informal sectors in the low - income bracket of the population. It also has the responsibility for developing and administering social housing program schemes, particularly the Community Mortgage Program and the Abot-Kaya Pabahay Fund Development Loan Program (AKPF-DLP) which aims to provide low-income families with affordable credit for housing. The implementation of community quarantine restricted the movement of implementers of housing programs including SHFC, its partner communities and offices in the LGUs. In 2020, there was a significant decrease in the number of informal sector families (ISFs) provided with security of tenure though the socialized housing programs in the national capital region and in Luzon. Data from the SHFC do not provide basis to assess how many single women, or women heads of households had benefitted from these programs as they count ISFs as their beneficiaries. Still related to increased protection of women and girls, the SHFC provided ISFs with electronic/online platforms to communicate and coordinate with the homeowners’ associations, LGUs and other stakeholders. The agency also has an on -going study on gender-sensitive housing design. One of the objectives is to identify the member -beneficiaries’ preferences in housing design, considering space, safety, mobility, and facilities. This assessment of progress towards outcomes related to the Shelter chapter of the GEWE Plan is certainly incomplete given that data and information were not received from the other shelter agencies. It is a limitation of the current update that the aggregate data on the key shelter agencies’ provision of housing specifically for low-income households has not been made available to ensure a more comprehensive data on the housing sector. A more thorough assessment needs to be spearheaded by the Department of Human Settlements and Urban Development (DHSUD) in coordination with its key shelter agencies [i.e., NHA, SHFC, Home Development Mutual Fund (HDMF), National Home Mortgage Finance Corporation (NHMFC)] and other relevant government agencies [i.e., Philippine Guarantee Corporation (PHILGUARANTEE), Presidential Commission for the Urban Poor (PCUP), Department of Public Works and Highways (DPWH), Department of Agrarian Reform (DAR), Land Registration Authority (LRA), Department of the Interior and Local Government (DILG) among others]. In addition, housing-related data and information should be collected in close coordination with DHSUD’s monitoring and evaluation division as part of the agency’s oversight function (RA 11201, Section 5, I, f). Priority Gender Issues and Strategies The overall outcomes for the sector remain valid. However, the updating process provided an opportunity to more fully develop and articulate the gender issues that hinder wo men’s access to adequate housing as a fundamental human right. These are listed in the table below with the corresponding strategies to address them. 112 Gender Issue Strategy There are procedural, and cultural Include the conduct of orientation sessions constraints to women’s access to adequate on the property rights of women in the housing housing and resettlement partnership agreements with LGUs Develop affirmative action programs to target marginalized groups of women such as solo parents, women headed ISFs, members of minority groups, women displaced by armed conflict and those in informal settlements. Intensify the promotion of legal rights of women and forms of (shared) tenure – such as joint titling – as well as other flexible and innovative tenures that support women. Establish partnerships between shelter agencies and other national and local governments, civil society, and private sector for the attainment of affordable and gender-responsive housing Lack of access by women, particularly Develop credit and finance options to among women from low-income families, support the housing needs of low-income solo parents, and women heads of women and their families. households to appropriate credit and finance instruments hinders their right to Establish partnership with MFIs to expand adequate housing. the provision of housing microfinance loans to low-income households, particularly those headed by women, and living in substandard housing Intensify the promotion of efficient and inclusive financial system that addresses constraints faced by marginalized groups of women in accessing financial instruments for socialized housing Need to more adequately collect and Collect and maintain sex-disaggregated maintain sex disaggregated database database across all housing-related programs and administrative data of the KSAs to surface gender concerns and inequalities in the sector. 113 CHAPTER 6: SHELTER Overall Strategic Outcomes: Increased number of women with housing units registered in their name; housing and shelter programs, particularly for poor communities, are safe and responsive to women’s practical gender needs for income, access to health and birthing clinics, wat er, electricity, market; Improved access of women to finance for housing and shelter; improved capacity of service providers to ensure women and men benefit equitably from urban development investments, particularly those in informal settlements and low-income areas Outcome/ Outcome/ Result Gender Issue Responsible Result Strategy Statement Indicator Baseline Target Agency Statement

1. There are Increased Proportion of 2019 - 2025 - Include the conduct of orientation Key shelter procedural, number of LGUs that sessions on the property rights of agencies and cultural women (single included the women in the housing and DHSUD (formerly constraints to women, solo conduct of resettlement partnership HUDCC) women’s parents, women orientation agreements with LGUs NHA access to heads of HH) sessions on the SHFC adequate with housing property rights of Identify action or policy to NEDA housing units registered women in their immediately generate data for in their name housing and indicators which do not yet have resettlement baseline and targets. partnership agreements Develop affirmative action programs to target marginalized (Numerator: groups of women such as solo Number of LGUs parents, women headed ISFs, which included the members of minority groups, conduct of women displaced by armed orientation conflict and those in informal sessions on the settlements. property rights of women Promotion of legal rights and Denominator: forms of (shared) tenure – such Total number of as joint titling – as well as other LGUs with flexible and innovative tenures housing and that support women. resettlement 114 partnership Establish partnership between agreements with shelter agencies and other KSAs) national and local government, civil society and private sector for Number of women 2019 - 2025 - the attainment of affordable and headed ISFs gender-responsive housing awarded with housing units Proportion of 2019 - 2025 - women with housing units registered in their name or jointly with their partners (SHFC and NHA, HDMF)

2. Lack of Improved Percentage of 2019 - 2025 - Develop credit and finance Shelter agencies access by access of women with options to support the housing with mandate for women, women to access to credit needs of low-income women and financing particularly appropriate for housing their families. among women credit and from low- finance for Establish partnership with MFIs income housing and to expand the provision of families, solo shelter housing microfinance loans to parents, and low-income households, women heads Proportion of 2019 - 2025 - particularly those headed by of households women-headed women, and living in to appropriate families with substandard housing credit and access to finance government Intensify the promotion of instruments shelter financing efficient and inclusive financial hinders their and resettlements system that address constraints right to (SHFC, HDMF or faced by marginalized groups of adequate Pag-Ibig Fund) women. housing. 115

3. Housing and Housing and Number of shelter 2019 - 0 2025 – At least Adopt a community-driven Key shelter shelter shelter programs that one program per development approach in agencies programs do programs, have been made shelter agency housing and shelter provision DHSUD (formerly not particularly for responsive to mandated to that will ensure participation of HUDCC) adequately poor women’s needs construct housing women and men in the entire NHA respond to communities, units development process SHFC women’s are safe and Proportion of 66% (2015 2025 – needs (for responsive to female headed POPCEN) Strengthen partnership among NEDA water and women’s HH with access to [2,905,306 out of national and local government sanitation, practical gender community water 4,417,220 agencies, private sector and civil electricity, needs for system (water female-headed society organizations for the livelihood, income, access supply for HH had access restoration of women’s sources health to health and cooking) to community of livelihood that are impacted by facilities, birthing clinics, water system government infrastructure markets, well- water, market (water supply projects. lit streets) for cooking)] Proportion of 17.37% (SHFC, 2025 - Develop an M and E system for female headed 1st Qtr of 2021) shelter programs that tracks HH with access to (19,240 female progress towards women’s right improved water headed HH with to housing and shelter. supply out of the access to total number of improved water NOTE: PCW to request NHA and families with supply out of the SHFC to provide data for housing 110,794 number these two indicators on access to certificates of of families water (baseline and target) as award with housing follows: certificates of award) • NHA administrative data on Proportion of 92% 2025 – the “Proportion of female- women-headed (2015 POPCEN) headed HH/families with households with (4,083,393 access to improved water access to female-headed supply out of the total electricity HH had access number of families with connection out of to electricity out housing certificates of award the total number of the 4,417,220 for the same reference of female-headed female-headed period; HH HH) 116 Proportion of 17.37% 2025 - • Aggregated data from SHFC women-headed (SHFC and NHA for the same households with administrative indicator access to data, 1st Qtr of electricity 2021) NOTE: PCW to request NHA and connection out of 19,240 female the SHFC to provide data for the total number headed HH with these two indicators on access to of HHs with access to electricity (baseline and target) housing electricity out of as follows: certificates of the 110,794 HH award with housing • NHA administrative data for the certificates same reference period of award • Aggregated data from SHFC Proportion of (Not available in 2025 - and NHA for the same indicators women-headed the 2015 HH/ families with POPCEN) improved sanitation facility 17.37% (19,240 out of the total out of 110,794) number of families (SHFC, 1st Qtr with housing of 2021) certificates of 80% award Proportion of 71,062 out of 2025 - women in housing 88,827 settlements with beneficiaries of access to income livelihood generating programs activities/livelihood (NHA 2019- programs for 2021) beneficiaries (loan, employment (SHFC) Proportion of 100% (awarded household and occupied beneficiaries of 636,932, as of government June 25, 2021) housing projects with access to 117 adequate water 100% of 110,794 supply/improved (SHFC, 1st Qtr access to potable of 2021) water supply (aggregate data) Proportion of 100% (awarded household and occupied beneficiaries of 636,932, as of government June 25, housing projects 2021,NHA) with access to (safe) electricity connection (aggregate data) Proportion of 100% of 110,794 household (SHFC data, 1st beneficiaries of Qtr of 2021) government housing projects 100% (awarded with sanitation and occupied facilities 636,932, as of June 25, 2021, NHA)

4. Inadequate Improved Number of shelter 2019 – 0 2025- all shelter Collect and maintain sex- All shelter capacity of capacity of agencies that agencies disaggregated database across agencies agencies with service have adopted all housing-related programs and responsibility providers to gender administrative data of the KSAs for housing ensure women mainstreaming to surface gender concerns and and shelter in and men benefit tools in the design inequalities in the sector. mainstreaming equitably from of policies, a gender urban programs and Adopt a policy on the perspective in development projects institutionalization of the use of all aspects of investments, sex-disaggregated data and the housing and particularly conduct of gender analysis in the shelter those in project identification and design, development informal implementation, monitoring and settlements and evaluation low-income areas 118 Proportion of key 2019 - 2025 - Intensify awareness raising of shelter agency key shelter agencies’ personnel (KSA) personnel about women’s right to adequate with core housing and the barriers and competencies on constraints they face in asserting gender such right mainstreaming and the use of GAD-related tools in the housing and shelter development (Numerator: number of KSA personnel with GAD-related trainings on gender mainstreaming and the use of GAD- related tools in the housing and shelter development Denominator: total number of KSA personnel) Proportion of 2019 - 2025 - programs (new and existing) which utilized sex- disaggregated data and the conduct of gender analysis in the project identification and 119 design and/or implementation, monitoring and evaluation (Numerator: number of housing-related programs which utilized sex disaggregated data and conducted gender analysis Denominator: total number of housing-related programs) 120 STRATEGIC GOAL AREA 3 Significant Reduction in Gender-Based Violence and Enhanced Gender Perspective in Justice, Security and Peace 121 CHAPTER 7 GENDER-BASED VIOLENCE AND THE JUSTICE SYSTEM Gender-based violence is rooted in gender inequalities at the societal level, as well as harmful social norms that discriminate against women and girls. As has been borne by early data from the COVID-19 pandemic, the gender inequalities are exacerbated by emergencies, exposing women and girls to unique risks and vulnerabilities. Although reported cases represent only a fraction of the actual number of GBV incidents, available data from many countries suggest a rising trend. For example, reported cases of GBV have increased in France, Argentina, Cyprus, and Singapore since the start of the pandemic from a range of 25 percent to 33 percent increase. 107 Increased calls to helplines or in other mechanisms for reporting GBV incidents have also been documented since the start of COVID-19 in numerous other countries, including the United States, Canada, China, Australia, the UK, Lebanon, and Malaysia. 108 While an increase in calls to helplines and other formal reporting mechanisms is suggestive of a potential pattern, it is also possible that some survivors may be less likely to be able to seek help if their perpetrators restrict their access to phones, technology, and other means of seeking support. In recognition of these issues, the United Nations Secretary-General, early on in the pandemic, had called attention to what he described as a “horrifying surge in domestic violence” and advocated for all governments to "make the prevention and redress of violence against women a key part of national response plans for COVID-19”.109 The risks of experiencing household violence during times of crisis are often exacerbated by factors such as emotional stress, economic strain, and shifting roles and responsibilities among family members. Considering the widespread job loss, economic strain, disruption of normal routines, and ongoing stress associated with actual or potential illness and the lockdowns and other movement restrictions, homes within the context of COVID-19 had become dangerous for many women. At the same time, the survivors and those at risk are more restricted than ever in terms of their ability to seek safety or other necessary forms of support. Given the tendency for perpetrators to restrict the freedoms and daily behaviors of survivors, those living in abusive households may also be less likely to have access to necessary hygiene materials, life-saving information, or the ability to take necessary steps to protect themselves from infection. In this way, the circumstances of COVID-19 not only increase the risk of experiencing GBV, but survivors of GBV also face an increased risk of COVID-19 infection, compounding the layers of potential harm experienced by affected women and girls. Following this global trend, it has been estimated that an additional 12,000 GBV cases are occurring for every month of quarantine conditions in the Philippines.” 110 Thus, while data from the Philippine National Police (PNP) show that the number of reported cases of violence against women has decreased during the crisis (see table below) ; this is more likely due to 107 Various studies cited in Gender-Based Violence And Covid-19: The Complexities of Responding To “The Shadow Pandemic”, a policy brief, CARE USA, May 2020, chrome- extension://efaidnbmnnnibpcajpcglclefindmkaj/view er.html?pdfurl=https%3A%2F%2Freliefw eb.int%2Fsites%2Fre liefw eb.int%2Ffiles%2Fresources%2FGBV_and_COVID_Policy_Brief_FINAL.pdf&clen=824425&chunk=true 108 Ibid. 109 https://w ww.un.org/en/un-coronavirus-communications-team/make-prevention-and-redress-violence-against- w omen-key-part 110 Silayan, Voices from the Pandemic’s Hidden Voices - A Gender and Inclusion Assessment of COVID-19 Pandemic On Vulnerable Women and Girls in the Philippines, chrome- extension://efaidnbmnnnibpcajpcglclefindmkaj/viewer.html?pdfurl=https%3A%2F%2Freliefweb.int%2Fsites%2Fre liefweb.int%2Ffiles%2Fresources%2Fgender_report_v09.pdf&clen=15316505&chunk =true 122 the increased constraints faced by survivors to report abuses, including the inability of women to find privacy from their abusers to seek help from friends, family, service providers or women’s organizations. This conjecture is supported by the CHR report that in 2020, the Commission documented gaps and breakdown in the referral pathways for GBV during ECQ which included: ● Barangay delays in releasing Barangay Protection Order ● PNP women’s desk deferring action post-ECQ even in cases of rape ● Inability to file complaints with prosecutor’s office due to the absence of officer to receive complaints ● Difficulty of survivors in obtaining medico-legal examination ● Absence of transportation/mobility constraints, and lockdown of shelters111 Reported Cases of VAW to the Philippine National Police Reported Cases 2018 2019 2020 Anti-Violence Against Women 14,116 16,251 11,448 and their Children Act Rape 2,319 2,524 1,855 Acts of Lasciviousness 2,020 2,085 1,363 Concubinage 165 223 136 Anti-photo and video 128 84 105 voyeurism Act Anti-Sexual Harassment Act 72 90 52 Anti-Trafficking in Persons 48 44 50 Act Safe Spaces Act --- 24 59 Abduction 32 14 10 Source: UN Women, Gender Snapshot COVID-19 is creating additional economic and social pressures, such as loss of livelihood and food insecurity, which in turn is increasing the vulnerability of women and girls as those pressures potentially trigger violence. 112 Out-of-school girls have also become more at risk of violence, early marriage, child labor, child trafficking, and early childbirth. 113 Philippine media has also reported incidents of harassment and discrimination of women healthcare workers being discriminated against, rejected from their rented residential apartments, and even sometimes subjected to physical assault. There have also been reports of children being used for online sexual exploitation by their parents and/or guardians while confined in their homes to avoid going hungry. Compounding this grave issue is the still pervasive unwillingness of women and families to report GBV incidents to the authorities because of shame and perceived duty to take good care of their family name and stature in the community. This is a real challenge overall. Yet another emerging form of GBV relate to the increased killings of suspected drug users and journalists. Women left as widows usually with a number of children are economically unprepared for the responsibility, and suffer from psychosocial and emotional trauma that if not adequately addressed, will be passed on to a generation of young children who witness and experience the violence. 111 CHR input to the updating process of the GEWE Plan, October 2021. 112 UN Women, April 2020. 113 Progress on the SDGs: The gender snapshot 2021, United Nations, p.1. 123 Facilitating access to justice calls for the functionality of inter -agency protection mechanisms at various governance levels (national, regional, provincial, city/municipal, barangay). However, VAWC mechanisms continue to be uneven, and the public continues to have a low level of awareness of human rights and laws that prohibit GBV. 114 Women and the Justice System. 115 Over 90 percent of incarcerated women in the Philippines are charged with petty offenses, mostly stemming from poverty. Majority of Filipino women who are in prison are because of non-violent crimes such as those related to illegal drugs. Because of the harsh penalties for drug-related crimes and lack of non-custodial alternatives, the population of female detainees continues to rise. Persons deprived of liberty (PDL) are among the most marginalized sectors, having to deal with social stigma on top of poor structural conditions and lack of access to justice. They face overcrowding, poor ventilation, and deficient health, hygiene, and sanitation conditions where infectious disease outbreaks are prone to occur. Because they are shunned for their crimes, many of them are unable to obtain crucial legal and social services. For women deprived of liberty, these challenges are compounded by prison policies that have not been subjected to gender analysis and which largely contribute to a disregard of women’s different needs. This is reflected in the inadequate opportunities for gaining skills training, as well as lack of measures to identify and address gender-specific health and hygiene needs. While directives have been issued for the early release of vulnerable PDLs to decongest Philippine prisons, pregnant and elderly women have not been prioritized. This negatively impacts incarcerated mothers, who are particularly vulnerable with or without the pandemic. They do not always have access to adequate nutrition and health care, and their babies may be taken from them soon after giving birth. This endangers not only the mothers, but also their unborn or newborn children. On top of the multiple issues women face in detention, such as poor structural conditions, lack of economic opportunities and health services including psychosocial support, they also contend with gender-based violence. Women are at risk of discrimination, abuse, and other human rights violations in places of detention, which are still predominantly designed for men and managed by men. Cases have been reported since the onset of the pandemic of women, who have been arrested or detained (for drug charges and curfew violations), being allegedly raped by policemen. 116 While guidelines have been disseminated to formal justice providers about e -inquest proceedings during the lockdown, there is a dearth of information on court procedures for GBV cases and on the availability and enforcement of online protection orders. This means that the difficulties that women already faced in filing charges and demanding legal remedies in regular contexts are severely aggravated by the current COVID-19 protocols and restrictions. Progress Towards Outcomes Towards increased awareness of GBV-related laws, justice programs, facilities, and remedies for women clients, government agencies report that: • All newly admitted female PDL are oriented on women’s rights and VAWC 114 Silayan, op.cit., p.55 115 Inputs received from the UN Women Philippines submitted to the PCW during the updating process of the GEWE Plan 2019-2025, October 2021 116 Ibid. 124 • The Department of the Interior and Local Government has an ongoing project called “Advocacy and Capacity Building for Local Institutions on Women a nd Children” that builds the capacity of LGUs, through its local mechanisms on women and children, to address the problem of VAWC at the local level. These local mechanisms make programs and services for victims of trafficking and violence available and accessible, and strengthen planning, implementation and monitoring of programs to address VAWC. • The PNP conducts advocacy programs and awareness campaign through broadcast, social media, and distribution of IEC materials on gender-sensitive and child-friendly information on laws protecting women and children; prevention of sexual exploitation and abuse; COVID-19-related risks and protection; incident reporting platforms (hotline numbers, email addresses and social media accounts) and how to safely report incidents of gender-based violence including trafficking in persons; referrals and support services for GBV/TIP victim-survivor; and the WCPC Facebook post “Ito ay dress. Hindi ito Yes”, which addresses “victim blaming” which became a highly visible issue. The post garnered 2 million likes and was also featured by major mainstream media. • During the period 2019-2021, the PNP conducted information drives/lectures to schools, barangays in different cities/ municipalities nationwide on VAWC, TIP, Cyber Pornography, RA 11313 and other sexual and GBV reaching a total of around 1.5 million participants. 117 • The PNP had also reactivated its WCPC Facebook Page and Aleng Pulis Facebook Account (since the onset of the COVID19 pandemic) for information dissemination purposes and receiving of complaints and inquiries. • Gender-specific programs and activities on Gender-Based Violence and the Justice System were also conducted among the indigenous cultural communities. • The Commission on Human Rights (CHR) provided a three-month education to 13 women with different disabilities (WWDs - visually impaired, hard of hearing and deaf, and mobility impaired) on topics that included gender and human rights, gender - based violence, Sexual and Reproductive Health and Rights (SRHR), and access to justice in order to facilitate their human rights claims. The same program resulted in the development of modules and a Manual on WWDs Human Rights. • In 2020, when the pandemic broke out, the WWD facilitators were mobilized to monitor and advocate for the rights of WWDs. Called Bantay Karapatan ng Kababaihang may Kapansanan (BKKK) they are a group of 45 members from Luzon, Visayas, and Mindanao who meet regularly for capacity building activities that include learning session with deaf women on GBV, Access to Justice and Survivor-Centered Approach and Learning Session. • The Bantay Karapatan also documented the experiences of WWDs and referred GBV survivors and those affected by natural disasters for assistance. The CHR has also developed a handbook on Ending Gender-Based Violence 118 as well as posters against GBV and distributed to partners and regional offices. The DSWD has regular programs that provide services for women survivors of violence. These are i) the Recovery and Reintegration Program for Tr afficked Persons (RRPTP) which is a comprehensive program that ensures adequate recovery and reintegration services for victim-survivors of trafficking including psychosocial, social, and economic support, and ii) the International Social Welfare Services for Filipino Nationals, a program that helps abused and 117 In 2019, the program reached 290,919 participants, 1,167,480 in 2020, and 20,055 as of September 2021. Source: PNP data submitted during the updating of the GEWE Plan 2019-2025, October 2021. 118 http://chr.gov.ph/w p-content/uploads/2020/11/GBV-Booklet_forPr intingPages.pdf 125 distressed Filipino migrants. The psychosocial services are the distinct and valuable contribution of the Social Welfare Attachés 119 in foreign posts abroad. Data from the PNP indicate a decreasing trend in the number of reported cases of violence against women (close to 21,000 in 2019, down to 15,000 in 2020, and about 8,000 by September 2021 during the pandemic). Careful study is required to further understand the data and for it to better inform government action to fully eliminate GBV. However, what is positively emerging is the improving coordination among agencies tasked with the issue. For example, in 2019 and 2020, 93 percent of TIP complaints were referred by the PNP to the Prosecutors’ Offices for action and resolution; with a good number of them turned over to DSWD shelters. For the same period of reporting, the top three reported cases of VAW are VAWC, followed by rape, and acts of lasciviousness. Public awareness of the law and translation of this awareness into improved behavior among men violators certainly require more time and consistent application to take root. Data from the National Prosecution Service of the DOJ show the following disposition rates of VAW-related cases for 2019. Cases No. of cases Number and % Number and % handled Resolved Filed in Court VAW 16,811 14,599 (87%) 9,257 (55%) Rape 12,936 11,092 (86%) 10,085 (78%) In 2020, the Public Attorney’s Office (PAO) served a total of 19,372 women clients with cases falling under R.A. 9262, of which, 5,046 women clients were provided with judicial services (26%) and 14,326 were assisted with non-judicial services (74%). For the same year, the Office served a total of 2,538 rape victims; of which 1,038 were provided with jud icial services (41%)and 1,500 were assisted with non-judicial services (59%). The availability of the above data shows the improving monitoring and tracking of information related to GBV and provides baselines against which progress can be measured and wh ich will guide further action on the part of duty bearers in government. Moreover, the National Prosecution Service is now committed to prioritize the resolution of cases involving GBV and child right’s offenses, and to expedite the resolution of all pending GBV ang child right’s cases, targeting at least a 30 percent reduction in their respective case dockets. Prosecution offices nationwide have also been directed to submit a report on the number of preliminary investigations conducted, number of original complaints filed and rates of disposition, aging and successful prosecution of GBV and child right’s cases. These reports from the two immediately preceding years and subsequent reporting mechanisms shall serve as monitoring tool for the reference of policymakers so that continuing improvement may be achieved. The CHR established a Gender Based Violence Observatory in 2018 and partnered with 24 LGUs for mapping of referral mechanisms. The mapping provided insights on the challenges faced by women survivors and service providers. In some regions, the GBV mapping resulted in partnerships with LGUs to conduct joint research and training on related issues such as teenage pregnancy. The CHR regional offices use the findings for advocacy and awareness raising such as during the observance of the 18-day campaign to end VAW. The Commission, through its 16 regional offices, receives complaints involving women. Complainants are either provided with legal assistance and/or investigations regarding their 119 As a regular member of the One-Country Team Approach (OCTA) of services complementation and augmentation (in the foreign service). 126 complaints, and cash assistance when warranted. Gender-based violence lodged at the Commission include violations of R.A. 7877 (Anti-Sexual Harassment Act), R.A. 9262 (Anti- Violence Against Women and their Children), R. A. 9208 and 10364 (Anti-trafficking in Persons Acts), R.A. 8353 (Anti-Rape Law) and R.A. 9710 (Magna Carta of Women). In 2019, a total of 538 cases of women were assisted legally. During the pandemic, this assistance evolved into digital platforms, “e -lawyering” and “e-report sa Gender Ombud” were launched to virtually receive complaints of human rights violations and provide victims with legal assistance or referrals. To strengthen the institutional capacity of the DOJ for gender mainstreaming, the Committee on Decorum and Investigation (CODI) for Sexual Harassment Cases in the DOJ central office and the regional offices of the National Prosecution Service were reconstituted and expanded. Department circulars were issued to ensure that programs and offices and other divisions in the Department remain functional and operational during COVID-19 crisis. Among the directives issued include the following: • Continuous delivery of service and efficient discharge of official functions. • All prosecution offices are encouraged to continue the implementation of electronic/online inquest proceeding (e-inquest). • The transacting public who belongs to the vulnerable population shall be immediately advised to avail of the Department’s services through means such as emails, telephone calls, or through the social media accounts of the Department and its various offices or programs. On the part of the CHR, the regional Gender Ombud focal points have been given capacity building and have provided leadership in coordinating with partner organizations and participants at sub-national level to do monitoring activities. The CHR considers an advantage its strong partnership with CSOs both at the national and regional levels. With the shift to online platforms for delivery of services, CHR notes that a key hindering factor affect ing the delivery of protective and other support for GBV survivors is the widening digital divide that limits and excludes participation by marginalized groups. Towards addressing the lack of sufficient knowledge and relevant capacity related to gender equality and women’s rights among duty bearers in the delivery of justice services, the key agencies with responsibility for the chapter report having undertaken a whole range of gender-related training and workshops from the basic gender sensitivity training, gender analysis, GBV-related laws, to specific topics relevant to the agency mandate120 and in accordance with the Magna Carta of Women. Noted in the reports of the agencies is the increasing effort to target men, for example, GST for male prosecutors and rank and file employees, and to share information about the leading men’s network in support of gender equality, the Men Opposed to Violence Everywhere (MOVE). Consolidating the data is a challenge given the uneven and non -standard way of reporting, i.e., most are reporting the number of training programs conducted or number of people in the agency who have been trained without reference to the total number of staff that needs to be trained. Of the agencies, the PNP has given the proportion of their train ed WCPC personnel on a number of specialized training. As of 2021, 85 percent of all WCPC personnel have been trained on WCPD Special Course, 97 percent on basic TIP course, 64 percent on protocols in handling children in conflict with the law, and 55 percent on TIP specialized investigation course. 120 For the updating of the GEWE Plan, the follow ing agencies submitted data on the gender -related training they have conducted for the period 2019 -2021: NBI, BJMP, NCIP, PNP, DOJ, CHR. 127 Beyond the more usual topics and due to the limitations posed by the pandemic, the DOJ organized a webinar on recent laws and jurisprudence concerning Violence Against Women and Children conducted by Sexual Assault Services Program expert Lilian Doris S. Alejo for the DOJ prosecutors via online platform. In addition, a cyber -parenting webinar was also conducted by the DOJ- Cybercrime Office for the employees via online platform where the increasing dangers from online cybersex, pornography, sexual abuse and exploitation and online predator exposure by young girls and boys were discussed. In December of 2020, the Inter-Agency Council Against Trafficking (IACAT) in partnership with the International Justice Mission and the US-DOJ successfully launched the first ever virtual prosecuting online sexual exploitation training composed of sixteen prosecutors nationwide. CHR’s Gender Audit in 2018 recommended that the agency must provide gender sensitivity training and awareness raising on its role as Gender Ombud to its personnel. Thus, consultants from the academe with expertise on Gender and Development were contracted to develop a module designed to address this training needs. Since then, staff from the central office and 13 regional offices have been trained in partnership with the UP Center for Women and Gender Studies. In 2021, in line with the continuing efforts to enhance the capacity of CHR as Gender Ombud, the following virtual training were organized and provided online for CHR lawyers and investigators: ⚫ Revisiting the Gender Ombud Guidelines and Enhancing Protection of Women, Girls and LGBTQIA through the Safe Spaces Act ⚫ Updates on Gender and GBV-Related Jurisprudence ⚫ Feminist Legal Aid and Assistance and Principles of Survivor-Centered Approach ⚫ Webinar on “Pag-Angkin ng Kwento at Legal na Proseso: Mga Payo sa Pakikibakang Legal para sa Kababaihan at Batayang Sektor” The CHR also regularly hold a “Kwentuhan” to capacitate and update the CHR employees on pressing gender issues. In 2020, the following “Kwentuhan were conducted on VAWG and its Changing Context and Manifestations; Women and Well-being; and Women and the Economy. In 2021, “Kwentuhan” series focused on: - Webinar: Kumusta ang Kababaihan Sa Pangingisda? - Love Wins: Kwentong Pag-ibig at Bahaghari - Mental Health for Women Human Rights Defenders - Learning Session on Ending Rape Culture - Learning Session on Gender Fair Language Learning Sessions on the Mandela and Bangkok Rules 121 were also undertaken for the Correctional Institute for Women and female dormitories at the Makati and Pasig City Jails as well as 14 detention facilities all over the country through the 14 regional offices of the CHR. Towards a system where justice services are more responsive to the gender issues and particular needs of women and children clients, especially those who are in especially difficult circumstances (victims and survivors of sexual and physical abuse, illegal recruitment, prostitution, trafficking, armed conflict, women in detention, victims and survivors of rape and incest, and such other related circumstances which have incapacitated them), the responsible agencies are reporting programs and strategies such as strict observance of protocols on handling women and children complaints; proper implementation of Data Privacy Act; maintenance of WCPD Pink Blotter and CICL Logbook; and regular updating of the PNP Crime Incident Reporting and Analysis System (CIRAS) as regards GBV and TIP cases. A 121 The Mandela Rules cover all aspects of prison management and outline the agreed minimum standards for the treatment of prisoners – w hether pre-trial or convicted. They are supplemented by the UN Bangkok Rules on w omen prisoners. 128 new adjustment that has been recently introduced in the WCPC and WCPD is the practice of assigning a service officer of the same sex as the victim/complainant. Noted in the programs is the absence of specific progress towards addressing the needs of some groups of women who are in especially difficult circumstances such as women in prostitution, women in armed conflict, women victims of illegal recruitment, and those already in detention. The “e-Report sa Gender Ombud” mechanism of the CHR, in 2020, received a total of 157 cases of GBV. Ten (10) of these cases involved law enforcers and eight (8) involved other government authorities/elected officials as perpetrators. From January to June of 2021, the mechanism has received 35 reports. Of these, five (5) involved members of law enforcers and eight (8) are cases involving government employees/elected officials as perpetrators. Intimate partner violence (RA 9262) remains the highest number of complaints in both years, followed by rape/attempted rape, with the third highest complaint pertaining to threats. CHR further reports that violations of the Safe Spaces Act, particularly online sexual harassment, have also been reported to have been committed in several Facebook groups including groups on online selling, bike groups, and even in deaf community groups (for example, rape videos were disseminated). Legal assistance and other support services were provided to complainants with hearing impairment. The CHR continues to receive reports of insensitivity of service providers thus, discouraging reporting. These highlight the need to continue ensuring and monitoring the delivery of survivor-centered service on the ground and to strengthen accountability mechanisms. The e-Lawyering program of the CHR was started in March 2020 to provide legal assistance to clients, especially those who belong to the disadvantaged, marginalized, and vulnerable sectors in order to respond to their legal concerns and provide immediate access to justice. The program also aims to address the increasing number of human rights violations, and the need for legal assistance/ counselling, especially during the enforcement of the Community Quarantine. This platform received various legal issues and concerns that are gender related. From January 2021 to July 2021, 21 women and girls (most cases pertaining to violations of RA 9262, followed by cases of violence committed in online spaces) were received through the platform. In the middle of 2020, and in addition to the “E-report mo sa Gender Ombud” and the E- Lawyering program of the Commission, an OFW reporting portal was also developed to receive complaints including cases of GBV experienced by migrant workers. The DSWD has programs addressing trafficking victims and distressed OFWs and provides temporary shelter, livelihood assistance, financial assistance, psychosocial counselling, and medical assistance. However, submitted data for these programs refer to total cases served and victims-survivors in general and not sex-disaggregated data, hence, it is not possible to generate analysis that will summarize progress made for women during the reporting period. Towards increased participation of women in the police force, forensics, and legal services, the PNP has increased its quota allocation for recruitment of women. In 2019, WCPC recruits included 29 percent women (23 out of 80). As of August 2021, the WCPC (PNP-NHQ) has a total of 264 personnel, 145 or 54 percent of whom are women. As of September 2021, 17 percent of Police Commissioned Officers were women and 19 percent of Non-Commissioned Officers. The DOJ is still in the process of collecting sex- disaggregated data to determine the proportion of women prosecutors and prosecution attorneys. Progress towards making detention and prison facilities responsive to gender issues and concerns when providing rehabilitation programs and regular services to its clients 129 include the BJMP targeting of women deprived of liberty in alternative learning system (ALS) program and livelihood skills training. As of August 2021, 16 percent of ALS takers for the year were women, and 88 percent of all women deprived of liberty were provided training on livelihood skills. Emerging Gender Equality Issues The review process identified the following emerging issues: i) the alarming decrease in the reporting of GBV and documented accounts of breakdown in the referral mechanisms ii) need to define the application of the Safe Spaces Act in government offices, particularly online sexual harassment iii) noted increase in cybercrime cases (e.g., sexual trafficking, online fraud for women, prostitution), which is due to the increased utilization of digital technologies during the pandemic iv) need to address the justice related issues of women left as widows of the increased killings related to drugs and fallen journalists v) perceived shrinking of democratic space for civil society organizations, and WROs in particular (also reflected in Chapter 8 Women, Peace and Security) In consideration of the pandemic and changing circumstances related to GBV in the country, CSOs recommended additional strategies that have been added to the Results Matrix and which would be useful for government in identifying actions moving forward. 130 CHAPTER 7: GENDER-BASED VIOLENCE AND THE JUSTICE SYSTEM Overall Strategic Outcome: Justice system and processes are gender-responsive and accessible to women clients, especially those who belong to marginalized groups; Improved awareness by the public and justice system actors of women’s rights and laws related to gender-based violence; Victim-survivors are empowered to seek help; Root cause, impact, and social cost of GBV is better understood and addressed by the five pillars of justice; and finally, all forms of violence against women and girls in the public and private spheres, including trafficking and sexual and other types of exploitation is eliminated. Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Agency Indicator Baseline Target

1. Limited Widespread Proportion of women -TPO: 60% 80% Massive dissemination (broadcast PCOO awareness awareness of GBV- age 15-49 who are -PPO: 56% media, online media) of PNP of women related laws, justice aware of the following -BPO: 74% knowledge products about DOJ clients of programs, facilities, remedies: TPO, PPO, women’s rights, GBV laws as well CHED justice and remedies for BPO as available programs and DepEd services, women clients Proportion of women -Barangay VAW Desk: 90% facilities for women victims. DILG i.e., who are aware of 80.5% LGUs (Barangay remedies, places to seek help -WCPD: 80% Continuously improve and ensure VAW Desks) facilities from in case of VAW: -DSWD: 86.4% access by women to online LCAT-VAWCs -Barangay VAW Desk -WCPU: 64.7% judicial information platforms and LCPC -WCPD -PAO/DOJ: 71.3% court details. BARMM-RCBW -DSWD -CSO’s: 56.3% CHR -PAO, DOJ -TPD/PPD (courts): Undertake campaigns at the Multi-sectoral effort -CSOs 50.7% national and LGU level to promote -TPD/PPD (courts) help-seeking behavior for women victims of violence primarily through messages that address “victim blaming” Conduct IEC through workshops, seminars/webinars on various laws affecting indigenous women and their rights such as VAWC, RA 7877 and other related laws. Provision of orientation to all newly admitted women in conflict 131 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Agency Indicator Baseline Target with the law on women’s rights and VAWC

2. Inaccessibili Removal of barriers DOJ disposition rate by 2015: 80% Strengthen convergence of local DILG ty of Justice which adversely case type: VAW, Rape, *VAW - 77. 23% mechanisms to ensure women’s Services to affect the access to Trafficking *Rape - 79.86% access to justice services marginalize justice of women *Trafficking - 74.47% PNP-WCPC d sectors of and children, Strengthen the NBI and the PNP women, especially those Proportion of women Data still being To be determined Women’s Desks and other related such as belonging to who were provided with processed initiatives members of marginalized social temporary shelter out IP groups. of total number of Establish gender-sensitive and communitie women victims of accessible public assistance s violence who requested desks and interview rooms in DOJ-NPC at: prosecution offices nationwide PAO − LGU crisis intervention Establish adequate functional centers shelters for women and children − Holding victims of GBV centers for female CIC Enhance the continuous trial system to reduce trial gaps Proportion of women No data Increase in the between procedures DILG victims of violence who proportion of LGUs were provided women victims of Increase the number of Shariah DOJ assistance out of total violence who courts and enhance their court DOJ-NPS who requested for were provided proceedings. BARMM-RCBW specific assistance/ with services DSWD service, disaggregated Expand the night courts system to SC by type of services, by conduct summary hearings that PAO type of service provider require urgent action in cases IACAT − DSWD (as per involving women and children LGUs SDG) SC-OCA − PNP Streamline investigation and − DOH prosecutorial processes, 132 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Agency Indicator Baseline Target − DOJ prosecution and case − LGU management processes, including (Barangay) those for heinous crimes (i.e., trafficking) Proportion of women 2017: 0.1 (latest data Refer to SDG and girls aged 15 years available from the country target Enhance mechanisms that PCOO and older subjected to NDHS, PSA) provide appropriate means of PNP sexual violence by communication during DOJ persons other than an investigation, filing and trial (for CHED intimate partner in the deaf, children and women with DepEd previous 12 months by intellectual disability) DILG age and place of LGUs (Barangay occurrence (SDG Sustain and maximize judicial VAW Desks) indicator) information platforms to facilitate LCAT-VAWCs online filing of complaints LCPC Proportion of ever- 2017: 14.7 (latest data Refer to SDG involving women and children and BARMM-RCBW partnered women and available from the country target grant of bails to women CHR girls aged 15 years and NDHS, PSA) NBI older subjected to Conduct information campaign physical, sexual, or towards removing stigma psychological violence and raising awareness about both by a current or former the plight and rights of intimate partner in the women in conflict with the law previous 12 months, by age and place of occurrence (SDG indicator) Proportion of ever- 4.4 2030: 2.4% partnered women and (2017) girls aged 15 years and older subjected to physical violence by a 133 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Agency Indicator Baseline Target current or former intimate partner in the previous 12 months* Proportion of ever- 2.2 2030: 1.0% partnered women and (2017) girls aged 15 years and older subjected to sexual violence by a current or former intimate partner in the previous 12 months* Proportion of ever- 12.9 2030: 10.3% partnered women and (2017) girls aged 15 years and older subjected to psychological violence by a current or former intimate partner in the previous 12 months* * Source: Philippine Statistics Authority, https://psa.gov.ph/sdg/ Phikippines/baselinedat a/5%20Gender%20Equ ality Number of reported No available data To be determined cases of street-based and gender based sexual harassment pursuant to RA 11313 134 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Agency Indicator Baseline Target or SSA

3. Lack of Law enforcement Percentage of 14% (614/4446) of At least 50% of Build the capacities of justice PHILJA sufficient officers, personnel who have DOJ-NPS have personnel have actors to observe gender SC knowledge prosecutors, public undergone training on undergone orientation of undergone sensitivity in providing services. NCIP and relevant attorneys, appropriate handling of related laws training on NCMF capacity corrections officers, VAW victims. appropriate Fully implement RA 11299 by PNP related to judges, court -Prosecutors Prosecutors handling of VAW deploying more Social Welfare NBI gender personnel, and -Law enforcers -Law enforcers victims. Attachés in countries with large BJMP equality and social workers are -Judges -Judges -Prosecutors concentration of women OFWs. BuCor women’s gender-sensitive in -Court attorneys -Court attorneys -Law enforcers DSWD rights the conduct of their -Clerks of Courts -Clerks of Courts -Judges Re-activate LCAT-VAWC in every DOJ and attached among duty official functions, -Social Workers -Social Workers -Court attorneys LGU to ensure strong agencies bearers in particularly in -Public attorneys -Public attorneys -Clerks of Courts collaboration and coordination in PCOO the delivery dealing with WEDC, -Health service -Health service providers -Social Workers the referral system. PNP of justice children, women in providers ins WCPU in WCPU -Public attorneys CHED services conflict areas and -NCIP Lawyers -Health service Improve the referral system by DepEd persons of diverse providers in strengthening its capacity to DILG sexual orientation, WCPU provide remote VAW referral LGUs (Barangay gender identity and -NCIP Lawyers services utilizing any social media VAW Desks) expression. platform along with establishment LCAT-VAWCs Proportion of Supreme Supreme Court of electronic case management LCPC Court employees who employees who have system (e-CMS); BARMM-RCBW have undergone undergone orientations CHR orientations on the on the following: Make referral pathways NBI following: responsive to emerging contexts, BJMP •Rule of Administrative Rule of Administrative ie., allocate GAD funds to VAWC Procedure in Sexual Procedure in Sexual cases in the barangay Harassment Cases and Harassment Cases and level such as basic needs, Guidelines on proper Guidelines on proper provision of temporary, safe and Work Decorum in the Work Decorum in the secured space especially those Judiciary (A.M. No. 03- Judiciary (A.M. No. 03- areas in a lockdown 03-13-SC) 03-13-SC): 73% (1,755/2,418) 135 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Agency Indicator Baseline Target Establish a unified referral •Republic Act No. 9710: Republic Act No. 9710: By 2025, 50% pathway to bridge the disconnect An Act Providing for the An Act Providing for the of VAW and migration. Magna Carta of Magna Carta of Women: Women 26% (624/2,418) Utilize and collaborate with the migrants’ desk at the Proportion of Newly Orientation Seminar- municipal level for the referral of appointed clerks of Workshop for Newly VAW-related cases, and for Court on VAWC Appointed Clerks of an improved case documentation including handling of Court from 2005 to 2018 towards establishing an witnesses: women and Topic: The Clerks of accurate database. children Court and VAWC Cases (including Handling of Disseminate the updated referral Witnesses: Women and pathways, hotlines, and other IEC Children): By 2025, 100% materials on GBV • 90% clerks of court nationwide Establish and popularize the digital and community-based Proportion of newly Orientation Seminar- reporting system (GBV helpline) appointed sheriffs and Workshop for Newly that will allow victims to signal for Process Servers Appointed Sheriffs and help. trained on gender Process Servers from concepts (including rule 2013 to 2018 (Topic: Reflect women’s issues and on Administrative Gender Concepts concerns, and socio-economic Procedure in Sexual including the Rule on needs in the formulation of Harassment Cases and Administrative National recovery plans, Guidelines on Proper Procedure in Sexual amelioration programs, work Decorum in the Harassment Cases and transportation assistance Judiciary Guidelines on proper Work Decorum in the Scale up capability building Judiciary): At least 40% in activities to capacitate service o Sheriffs – 30% 2025 providers in handling GBV (i.e. nationwide police stations, WCPDs, barangay Minimum of 40% 136 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Agency Indicator Baseline Target o Process Servers officers, and social welfare – 22% offices). nationwide Proportion of personnel 10% (458/4,446) DOJ- At least 30% Strengthen the one-country team who have undergone NPS personnel have approach to ensure timely and GST at the undergone GST strict referral flow to ensure the − DOJ -NPS provision of assistance to Filipino − SC Supreme Court 10% increase victims of trafficking and other − BJMP employees who have forms of abuse and exploitation. − CA/Sandiganb undergone GST: 77% ayan Justices (1,867/2,418) Provide personnel of Philippine − Lower court Embassy posts abroad skills on judges 53.86% (7,140/13,256) 10% increase gender sensitve Trauma-Informed − Lower court of Care (TIC) in handling victim- BJMP personnel have survivors of trafficking and other employees undergone GST forms of abuse and exploitation to 10% increase avoid re-traumatization. Court of Appeals and Sandiganbayan Justices Develop standards for measures who have undergone to combat human trafficking and GST: 21% (2014–2018) abuse of Overseas Filipinos with 10% increase consistent attention to the gender Lower court judges who dimensions of the issue. have undergone GST (2014–2018): 21% Effective law enforcement 10% increase particularly on border control and Lower court employees intensive enforcement and stiffer who have undergone penalties for human traffickers GST (2014–2018): 15% and illegal recruiters. 10% increase 13.58% (1,800/13,256) Increase community level of BJMP personnel have advocacy, information-education undergone gender activities on human trafficking. analysis training 137 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Agency Indicator Baseline Target Philippine Statistics Authority Proportion of BJMP 54.10% (7,172/13,256) 10% increase (PSA to review procedures and personnel with of BJMP personnel policies to sharpen the current enhanced knowledge of have undergone system on late registration as part GBV laws orientation of related of the red flag areas for human laws trafficking and illegal/undocumented OFWs. Law enforcement Percentage of Percentage of NBI 10% increase Build the capacities of justice officers and personnel of relevant Agents and employees actors to observe gender employees, are agencies who have who have undergone sensitivity in providing services. gender-sensitive in undergone trainings on seminar- the conduct of their appropriate handling of workshops/orientations official functions VAW, human trafficking on: 10% increase Intensify capacity enhancement of and cybercrime and − Gender Sensitivity – investigators other gender-related 20%; trainings. − Republic Act No. - NBI 9710 or Magna - PNP Carta of Women: 26% (624/2,418) Seminar on Deepening 20% Understanding & Application of GAD- Related Laws Seminar on Case 70% Evaluation Report & Legal Correspondence Writing using Gender- Fair Language Deepening Sessions on 20% Gender Analysis for Investigating Crimes – 138 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Agency Indicator Baseline Target (2022-2025); Gender Responsive 20% M&E Proportion of CHR TBD TBD Develop module designed to the personnel provided with learning needs of CHR GST and training on employees the role of CHR as Gender Ombud

4. Limited Justice services are Percentage of police 2,060 WCPD (as of 100% of police Establish a centralized monitoring JSCC gender more responsive to precincts with January 2019) precincts have system/database to synchronize PNP-WCPC responsiven the gender issues functional Women and functional WCPD data collection and consolidation DILG ess in and particular needs Children’s Protection of all GBV cases. LGUs delivery of of women and Desks SC justice children clients, Percentage of As of June 2018, there 100% by 2025 Harmonize data collection and NBI services especially those who barangay VAW desks are 37,832 out 42,036 data management systems are in especially with ideal level of barangays have already including VAW Administrative difficult functionality established VAW Desk data of national to local circumstances (90%) government agencies working on (victims and VAW and migration to come up survivors of sexual Out of the 3,404 VAW At least 60% of with official statistics on OFWs and physical abuse, desks assessed, 1362 barangay VAW and VAW, and publish regular illegal recruitment, (40%) are progressive, desks have been reports to aid development prostitution, 1225 (36%) are mature. assessed to have planning. trafficking, armed 579 (17%) ideal level of conflict, women in demonstrated an ideal functionality Ensure a high level of functionality detention, victims level of functionality and of women and children's desk in and survivors of 238 (7%) met the basic all police precincts. rape and incest, and level of functionality such other related Establish VAW Desks in all circumstances which Barangay LGUs (staffed with have incapacitated permanent/plantilla positions) them). Amend/strengthen existing laws 139 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Agency Indicator Baseline Target to provide better Protection of PDL rights, to incorporate gender-responsive and humane treatment of incarcerated women Undertake systemic reforms in places of detention and providing jail and prison personnel with technical knowledge, material resources, and capacity building to do so. Undertake measures for preventing discrimination, abuse, or violence against women in detention facilities, as well as effective mechanisms for reporting VAW inside facilities Percentage of Data sill being Minimum of 50% Complete organization of operational and fully- implemented of Family Courts statutory family courts pursuant to equipped Family are operational RA Family Court Act of 1997 Courts and fully- equipped Percentage of Women 17 NBI Regional/ District All 17 Studios Repair, renovate WCFIS in the and Children Friendly Offices with established fully operational Regional and District Offices Investigation Studios Woman- and Child- by 2025 renovated and made Friendly Investigation Enhance CSO and private sector more women and child Studios for repair/ participation in addressing GBV friendly renovation from 2021 to 2025 Build and enhance capacities and skills of frontline service providers 140 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Agency Indicator Baseline Target on feminist therapeutic communication and intervention, trauma-informed, survivor centered, gender-responsive psychosocial support services and case management, coordination and referral, data collection and reporting Convergence of support networks which include government agencies, private sector (recruitment agencies and employers’ organizations), civil society organizations, labor unions and community-based organizations working on VAW, trafficking and migration Engage the academe and private recruitment agencies to widen reach of campaign on VAW and migration Allot resources to institutionalize NGO summits and other similar mechanisms to ensure CSO participation in the inter agency related bodies. Review implementing rules and regulations of inter-agency councils, particularly, section on CSO participation of the 141 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Agency Indicator Baseline Target IACVAWC and include criteria such as geographical representation and presence to ensure voices from local contexts in IACAT are included.

5. Lower Increased Percentage of women Women in Prosecutorial At least 40% - Implement supportive measures CSC participation participation of in the police force, Positions: [44%] 60% of relevant to promote the recruitment, PNP of women in women in the police forensics, medico-legal, Prosecutor- 44% personnel are training and promotion of women NBI the police force, forensics, and prosecution, social Prosecution Attorney- women (forensics, in the police force, forensics, PAO force, legal services workers, and the 48% medico-legal, medico-legal and legal services DOJ-NPS forensics, judiciary, prosecution, SC and legal disaggregated by rank social workers, Hire additional female DSWD services and type of position judiciary) investigators that will handle (administrative or VAWC, Human Trafficking and operations) Cybercrime cases Percentage of women 134 out of 219 (61.19%) personnel in the (as of January 2019) Women and Children Protection Center (WCPC) Percentage of women 6,107 out of 6,240 personnel assigned to (97.87%) (as of January Women and Children’s 2019) Protection Desks (WCPD): Women employees of (as of December 19, the Supreme Court 2018) [48% (1,166/2,418)] ● Adjudicative- 56% (334/601) ● Non-Adjudicative- 142 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Agency Indicator Baseline Target 46% (832/1,817) Percentage of women AVAWCD – 50% personnel handling AHTRAD – 30% VAWC, Human CCD – 28% Trafficking and Cybercrime cases: Percentage of IP No data Implement supportive measures NCIP women in the police to promote the recruitment, force, forensics, training and promotion of IP medico-legal, women in the police force, prosecution, social forensics, medico-legal and legal workers, and the services judiciary Percentage of IP No data women personnel in the Women and Children Protection Center (WCPC)

6. Limited Detention and prison Percentage of inmate To be determined 100% of qualified Enhance the carpeta monitoring BuCor gender- facilities provide carpetas forwarded to female inmates in system of women inmates. BPP responsiven rehabilitation the Bureau of Parole jails released on BJMP ess of programs and and Pardons time Establish and/or improve facilities DILG detention regular services to (disaggregated by sex for detainees who are pregnant, and prison its clients which are of inmate) about to give birth, or who are facilities mindful of their Number and 79 Female Dorms have 60% of breastfeeding in the detention gender issues and percentage of established facilities for detention/penal center. concerns. detention/penal pregnant and facilities have facilities with breastfeeding Person established Ensure the availability of established facilities for Deprived of Liberty facilities for mechanisms which ensure the pregnant and (PDL) pregnant and safe and healthy delivery of breastfeeding breastfeeding pregnant inmates detainees/inmates detainees 143 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Agency Indicator Baseline Target Percentage of inmate As of August 2021, 16% At least 20% of Promote enrollment of women enrollees in formal of Alternative Learning female inmates inmates in educational and education/vocational System takers for the takes ALS vocational training programs training programs, year were women disaggregated by sex 100% women 88% of all women PDL enrolled in deprived of liberty are vocational training provided training on or livelihood livelihood skills (Aug. programs 2021)

7. Alarming Established No. of mechanisms 2021: three mechanisms To be determined Develop a portal where a victim or decrease in mechanisms to established to address i)e-report mo sa Gender anyone knowledgeable of the the facilitate the gaps in the existing Ombud commission of GBV can report reporting of marginalized GBV response ii)e-lawyering GBV and women’s access to mechanism due to the iii) OFW reporting portal Establish hotlines and frontline documented justice impact of the COVID- offices that will facilitate victim- accounts of 19 pandemic survivors concerns, i.e., link them breakdown No. of studies done on None At least one study to concerned office/staff. of referral the complaints received to further inform mechanism /motu propio cases GBV Establish a quick response team s 122 included in e-Report programming (QRT) that will attend to Mo sa Gender complaints that require immediate Ombud123 response. Develop a page under the Migrant Workers Observatory where reports and complaints from 122 In 2020 CHR has documented gaps and breakdow n of referral pathw ays for GBV during ECQ: ● Barangay delaying release of BPO; ● PNP w omen’s desk deferring action post ECQ even in cases of rape; ● Inability to file complaints w ith prosecutor’s office (no officer to receive complaints) ● Difficulty of survivors in obtaining medico-legal examination; ● Absence of transportation/mobility constraints lockdow n of shelters 123 This w as launched in March 2020 during the ECQ to provide digital legal assistance and other support to victims of GBV. 144 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Agency Indicator Baseline Target OFWs are received

8. Noted Cybercrime cases Number of policies and 2021 - 2025 - Undertake cooperative approach increase in curbed and programs addressing involving government and the cybercrime addressed by the issue legislature to address cases (e.g., government and the cybercrimes sexual private sector trafficking, Empower and educate women online fraud and children with adequate targeting knowledge and awareness women, about the occurrence of such prostitution), crimes to keep them protected which is due to the Schools should regularly educate increased both students and parents on utilization of safe surfing, through workshops digital and seminars; awareness of technologie cybercrime should be a part of s during the regular course work in pandemic educational institutions. Carefully monitor and keep secure the free internet facilities provided to educational institutions Undertake productive tie ups between IT companies and law enforcement authorities to help in tracking and penalizing individuals who indulge in such crimes.

9. Need to Inter-agency Mechanism formed and 0 1 DOJ address the cooperation formed functional DSWD justice- and delivering an CHR 145 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Agency Indicator Baseline Target related integrated package Number of women As of 2021, CSOs and To be determined PNP issues of of service to this served women’s organizations women left particularly are serving them to a as widows vulnerable group very limited extent of the increased killings related to drugs and fallen journalists. 146 CHAPTER 8 WOMEN, PEACE AND SECURITY Situation of Women and Girls in the Sector The women, peace and security (WPS) chapter of the GEWE Plan 2019 -2025 seeks to highlight issues that constrain women’s meaningful participation in the peace and security sectors. It covers the concerns of women and girls in conflict-affected, conflict-vulnerable areas and in the security sector. The concerns revolve around women’s participation and leadership in, and benefit from all aspects of conflict-prevention, conflict-resolution, peace agreements, post-conflict reconstruction and development as well as in security sector reforms. Gender equality is just as much the concern of men as it is of women. Therefore, men and women need to be engaged in this conversation. While strides towards gender equality in the predominantly male sector have been made, such as access to positions within the military starting to open wider than ever before, obstacles and issues remain. Among others, this chapter of the GEWE Plan takes cognizance of the gender equality issues that have been raised in relation to the prevalence of killings attendant to the government’s ‘war on drugs’ and the crackdown of progressive organizations critical of the government (also mentioned in Chapter 7 Gender Based Violence and the Justice System). The issues that have been raised by CSOs with the government’s Commission on Human Rights (as the Gender Ombud) is the increasing number of women who are left as widows and orphaned children. Most of these women are mothers who are economically dependent on their husbands and the death of their husbands left them unprepared. The CHR report , Panaghoy, provides directions in viewing the war on drugs from a gendered perspective. 124 Mostly marginalized and disadvantaged men are killed in the ‘war on drugs’, thus, it is also the marginalized and disadvantaged women and children who are bearing the brunt of the consequences from sparse assistance or help from the government to being stigmatized from government’s help. Some studies also surfaced that a few children victims of the ‘war on drugs’ resort to prostitution to augment their household/family income. 125 The Results Matrix for Chapter 8 Women, Peace and Security was reviewed by relevant agencies with responsibilities for the sector. The review had the twin objective of i) quickly assessing whether any progress has been made towards the stated outcomes and results, and ii) providing modification and adjustments to the targets and indicators as needed, given the changing context particularly due to the COVID-19 pandemic, other developments, and the resulting changes in agency programming. Progress Towards Outcomes The group of agencies for the sector noted the following progress in building awareness about the National Action Plan on Women, Peace and Security, and initiatives towards localizing the NAP WPS. These include the following: 124 CHR, Gender Equality and Women’s Human Rights Center (GEWHRC) and Child Rights Center, 2018. Panaghoy: The War on Drugs from the Perspective of Women and Children. 125 Validation of Reports on Trafficking by the CHR based on the study done by Talikala-Davao and Children’s Legal Bureau (in Cebu), 2021. Submitted to the PCW by CHR as inputs to the updating of the GEWE Plan, Dec 2021. 147 • Regional Action Plan on WPS for the Bangsamoro Autonomous Region in Muslim Mindanao (BARMM) was launched in December 2020 • The Regional Action Plan for the Cordillera Administrative Region (CAR) is nearing completion • Initial preparatory work has been undertaken between OPAPP and several subnational entities regarding the localization of the WPS agenda. These are with i) the Zamboanga Regional Gender and Development Council (RGADC) and two provinces (Zamboanga Del Sur and Zamboanga Sibugay), ii) Bicol region (provinces of Sorsogon, Masbate, Catanduanes, Camarines Sur and Albay), iii) RGADC CARAGA for Region 13, iv) Region 10 Task Force to End Local Communist Armed Conflict, v) RGADC 10 for the conduct of the provincial consultation on RAPWPS for Bukidnon Province, and vi) RGADC 12 for the province of Sultan Kudarat. Given the upcoming implementation of the Mandanas-GarciaRuling, expected to begin implementation in 2022, this progress could open up opportunities for women’s increased participation and consideration of their concerns and needs once the implementation of the localized WPS agenda would be in place. Facilitating factors that have been identified include the following: • Existence of the Area Management Office which provides coordination assistance with concerned bodies such as the provincial LGUs and other key stakeholders • Collaboration with the Regional RGADC • Availability of funds and competent staff for the conduct of the consultations • Flexibility in using varied platforms for consultation to comply with the existing COVID- 19 health and quarantine protocols in the areas • Observance of COVID-19 standard public health protocols integrated in activity processes and in the deployment of personnel At the national level, the Philippines National Action Plan on Women, Peace and Security (NAPWPS) 2017-2022 has been updated to harmonize with the Magna Carta of Women. Its framework recognizes the twin goals of the UNSCR 1325: i) women’s contribution to conflict resolution, peace negotiation, post-conflict transformation and development, and ii) the need to address their multiple and intersecting vulnerabilities. The NAPWPS 2017-2022 has also been aligned with other legal mandates such as CEDAW General Recommendation 30 on concrete measures to ensure women’s human rights are protected before, during and after conflict, the Updated Philippine Development Plan (PDP) Chapters on Just and Lasting Peace and Ensuring Security, Public Order, and Safety. To guide the implementation of the NAPWPS in accordance with the gender and development budget policy, a Joint Memorandum Circular signed by OPAPP and the PCW (issued in 2014) on the “Integration of Women, Peace and Security Programs, Activities, and Projects in the Annual GAD Plans and Budgets and GAD Accomplishment Reports of agencies continues to be in effect and is a major tool in implementing both the WPS and the GAD agenda overall. With respect to women’s representation in governance in the sector, a case in point would be the BARMM government. Despite the gender equality provisions of the Bangsamoro Organic Law, particularly on women’s participation in governance, data fo r 2020 shows that there are only two women heads at the executive branch of the fifteen ministries (12%), and 16 of 98 seats in parliament are held by women (16%). This is below the recommended 30 per cent representation of women for meaningful influence, and well below gender parity. In addition, legislative, policy and programmatic agendas of the BARMM government are not yet reflective 148 of the needs and priorities of diverse groups of women and girls. Women’s voices and leadership from the community level up are needed to inform these agendas and actions. International development partners have provided continuing support to the BARMM government in support of women, peace and security efforts and have partnered with key agencies of the Bangsamoro government such as the Bangsamoro Development Authority, Bangsamoro Women Commission, and several local women peacebuilders and civil society groups. More recently, the Regional Action Plan on Women, Peace and Security (RAPWPS), was launched and efforts are underway to localize the plan to the level of the provinces in the BARMM. On the part of the armed forces and the security sector, the representation of women in 2021 are as follows: 19 percent in the Philippine Army, 25 percent in the Philippine Air Force, 20 percent in the Philippine Navy, and 16 percent in the General Headquarters. 126 The Philippine Commission on Women has begun to proactively engage selected Peace and Security sector agencies, namely the Philippine National Police (PNP) and the Armed Forces of the Philippines (AFP) and its major services (Philippine Army, Philippine Navy and the Philippine Air Force) and has signed partnership agreements aimed at capacitating police and military personnel on gender and development and provision of technical a ssistance in crafting GAD policies especially those related to the fulfillment of mandates as stipulated in the NAPWPS 2017-2022 and the Magna Carta of Women, RA 9262 or the Anti-Violence against Women Act and the recently passed RA 11313 or the Safe Space s Act of 2019. The Safe Spaces Act defines and provides the penalties for gender–based sexual harassment in streets, public spaces, online, workplaces, and educational and training institutions and represents a major milestone towards behavior change among men. A PCW discussion with representatives from the police and military agencies (June, 2021) highlighted the actions that have been undertaken by these agencies t hat focused on the welfare and benefits of women currently in the service. These include reg ular maintenance and repair of facilities to improve responsiveness to women’s needs and ensuring representation of women in a few decision-making committees such as procurement and uniform committees. Small steps indeed towards women’s involvement in decision-making and leadership roles. However, more initiatives have to be undertaken by the agencies to directly reduce gender-based violence in armed conflict and conflict vulnerable areas. During the pandemic, the PCW continued to monitor the efforts of th e member agencies of the Inter-Agency Council on Violence against Women (IACVAWC) to ensure that the efforts to address gender-based violence continue to be implemented. The IACVAWC Secretariat, which is lodged at the PCW, noted an increase in the calls for assistance from women victims of violence during the pandemic. The observation has led the Secretariat to assume that given the lockdown and the quarantine protocols, women suffering from violence have been forced to use the telephone and is indicative of the importance of hotlines for GBV related services. Impact of the COVID-19. The situation of women and girls in conflict-affected and conflict- vulnerable areas are further heightened by the onset of the COVID-19 pandemic that has added yet another layer of vulnerability for them. For example, development agencies present in the BARMM note that the pandemic is acting as a driver of conflict, placing further pressure on communities already vulnerable due to relentless cycles of war, poverty, and natural disasters.127 In particular, the vulnerabilities of women and girls in the BARMM have been 126 The Philippine National Police under the DILG has not been able to provide sex -disaggregated data. 127 https://asiapacific.unw omen.org/en/new s-and-events/stories/2020/09/w hy-w omen-in-the-bangsamoro-are- essential-to-keep-the-peace-and-to-tackle-covid-19 149 exacerbated by the COVID-19 pandemic with increases in family violence, loss of livelihoods, and increases in unpaid care work. Internally displaced women and girls liv ing in temporary evacuation centers face even greater risks, as access to government assistance and essential services are hampered by border controls and armed attacks against workers delivering assistance.128 The COVID-19 pandemic undermines advancements in gender equality and the rights of women and girls in conflict-affected and vulnerable areas. Priority Gender Issues An additional gender issue that was brought forth during the consultation with women leaders129 is the perceived shrinking of democratic space for civil society organizations overall, and WROs in particular. The arrest of some women leaders who has also been a partner of government agencies in the promotion of women’s rights has a “chilling effect” on civil society organizations. It is important for the security sector to address issues related to this as research shows that “countries with higher degrees of respect for civic rights experience higher economic growth rates as well as higher levels of human development.” 130 Overall Strategic Outcomes The overall strategic outcomes remain the same. The updates focused on the needed strategies to jumpstart targeted actions that will more directly contribute to the overall strategic outcomes. The key implementing agencies of the security sector (military and police) need to move beyond addressing the internal organization-focused gender issues and start addressing the priority needs for protection of the women and girls in the vulnerable areas from gender -based violence in all its forms. The localized WPS action plans could be the vehicle for concerted actions to do this. Key Strategies Additional strategies that were identified or modified include the following: • Ensure the inclusion of a gender perspective and highlight the role of women in peace and security in upcoming strategic documents most importantly, the National Security Policy and upcoming Philippine Development Plans • Address the perception by WROs of the shrinking of democratic space for civil society organizations overall, and WROs in particular • Maintain and upgrade existing databases in support of the NAP WPS agenda to include gender responsive indicators, both quantitative and qualitative, that would meaningfully measure achievement of outcomes. It is also important to work towards having proper disaggregation of data that allows for much more robust analysis that considers the intersectionality between different identities that cause marginalization. (i.e., disaggregation by type of violence and other identity markers such as sex, age, disability, region, civil status, gender identity and orientation, wealth quintile, employment, education, ethnic group). 128 Ibid. 129 Raised by Elizabeth Angsioco, Secretary General, Democratic Socialist Women of the Philippines during the Consultation Workshop on the updating of the GEWE Plan, 26 November 2021. 130 https://w ww.opengovpartnership.org/actions-for-a-secure-and-open-civic-space/ 150 • Collect and analyze sex-disaggregated data as basis for designing policies and programs for recovery and provide for inclusive processes by engaging women in COVID-19 interventions • Make client feedback mechanism a regular feature of any service providing program of the WPS agencies • Intensify actions that include women’s participation in preventing violent extremism. Women’s participation is crucial to building communities that are resilient to radicalization and recruitment by armed groups. Disenfranchisement and geographic isolation have been used by non-state actors to recruit for armed movements. • Mobilize the support of progressive men to be part of the action in support of WPS overall, and in addressing gender-based violence in armed conflict and conflict vulnerable areas. Movements of men such as the group called Movement Opposed to Violence Everywhere (MOVE) may be replicated or chapters established in NSC WPS areas. • Monitor and assess the functionality of referral system for GBV-related cases in conflict vulnerable areas • Ensure the proper profiling of disaster survivors, including home -based IDPs, to include the deliberate gathering of age- and sex-disaggregated data. Generating and providing access to such information will allow all humanitarian actors to better track the conditions of all IDPs, and therefore be able to respond to their needs in a more efficient and timely manner. 151 CHAPTER 8: WOMEN, PEACE AND SECURITY Overall Strategic Outcome: Women from diverse social groups, especially marginalized groups and women in conflict-affected and conflict-vulnerable areas, have meaningful participation and leadership in all stages of peace and security processes; increased awareness about and improved implementation of the National Action Plan on Women, Peace and Security (NAP WPS); strengthened women’s voice and participation in all stages of humanitarian action and in advancing gender-responsive security sector reforms. Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Agency Indicator Baseline Target

1. Women’s Women occupy Percentage of women As of 2021: Increasing Adopt a policy to promote the OPAPP leadership and leadership roles and in: percentage of appointment of women to key PCW perspectives are not have meaningful • peace panels, Sex-Disaggregated women in leadership positions in peace CHR sustained and participation in all peace agreement Data of Reservists of leadership roles in panels, peace agreement AFP reinforced in peace stages of peace and implementation, the Armed Forces of the the different areas implementation, and other PNP and security security processes and other peace Philippines: data not of peace and peace mechanisms. Other members mechanisms and mechanisms at the available security processes of the NSCWPS processes. local, national and by the end of 2025 Build the capacity of women BWC - BARMM international levels Philippine Army: 19% and create a more enabling RGADC-CAR • the leadership of Female environment for women to the military Male: 340699; Female: participate as key actors in the service, by level of 78803 peace and security sector. decision-making position, and rank Philippine Air Force: Increase opportunities for and file, including 25% Female women’s greater participation reservist force. Male: 934; Female: 316 in policy-making and decision- • the police security making in the Armed Forces of force, by Philippine Navy: 20% the Philippines (AFP) including leadership Female in the reserve force and the positions and rank Male: 18659; Female: Philippine National Police and file 4761 (PNP). General Headquarters: Issue a policy to reconstitute 16% Female and rename the hijab troopers Male: 5113; Female: as a response mechanism to 976 address gender-based 152 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Agency Indicator Baseline Target NOTE that provided violence in conflict-affected baselines are totals and conflict-vulnerable areas and not disaggregated by level of decision making or rank which NOTE: Key agencies with is required by the responsibility for the sector indicator. will identify action or policy Number of local action 2019: 2025: to immediately generate data plans on WPS for indicators without prepared in regions baseline and target. with conflict affected areas (with regional Create platforms to actively disaggregation) engage peace, human rights, and women civil society organizations on the ground in Number of women's 2019: 2025 matters related to peace and OPAPP groups organized and security. DILG engaged in security, PCW justice and peace Ensure the localization and initiatives in conflict implementation of the national affected and conflict action plan (NAP-WPS) vulnerable regions (with regional Ensure the inclusion of a disaggregation) gender perspective and DND 153 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Agency Indicator Baseline Target Number of peace 2019: 2025: highlight the role of women in DILG roadmaps that include peace and security in NEDA specific commitments upcoming strategic documents AFP to gender equality and most importantly, the National PNP women’s Security Policy and upcoming empowerment 2019: 2025: Philippine Development Plans Number of peace Maintain and upgrade existing roadmaps reviewed databases is support of the and considered gender NAP WPS agenda to include responsive gender responsive indicators, both quantitative and Number of gender-, 2019: 2025: qualitative, that would culture-, and conflict- meaningfully measure sensitive training for achievement of outcomes. women in peace and security: Collect and analyze sex- • peace keepers disaggregated data as basis • service providers for designing policies and • women in the programs for recovery and community provide for inclusive processes by engaging women in COVID- 19 interventions

2. Women and Vulnerability of Percentage of women 100 % of women Develop and implement rights- OPAPP children in conflict- women and children in from conflict-affected Percent distribution of from conflict- based, culture-sensitive, DSWD affected and conflict-affected and and conflict-vulnerable women who sought affected and peace-promoting, gender- PNP conflict-vulnerable conflict- vulnerable areas who requested help to stop violence, conflict-vulnerable responsive, and child-friendly AFP communities are areas to all forms of and were provided areas who policies, programs, and DOJ disaggregated by type highly vulnerable to discrimination, services, by type of requested and were projects for women and Other members sexual and gender- exploitation, services. of violence: provided services children affected by armed of the NSCWPS based violence, trafficking, torture and conflict. and agencies exploitation and NOTE: Data is not As of 2021: Physical violence working in other forms of disaggregated based only: 100% Build the capacity of conflict-affected discrimination on conflict-affected government duty-bearers, areas 154 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Agency Indicator Baseline Target violence is and conflict-vulnerable including civil society partners, BARMM eliminated131 communities. Physical violence only: Sexual violence to deliver rights-based, culture- NCMF However, the review 29.8% only: 100% sensitive, peace-promoting, OP group agreed to make gender-responsive, and child- NSC this an advocacy in Sexual violence only: Both physical and friendly services accordance with 38.1% sexual violence: conflict prevention Intensify actions that include principles/WPS. 100% women’s participation in Both physical and preventing violent extremism sexual violence: 50.3% as women’s participation is crucial to building communities Number of NSC WPS 2019: 100% of NSC WPS that are resilient to agencies that have agencies that have radicalization and recruitment allocated at least 5% allocated at least by non-state actors for armed of their budget for 5% of their budget movements 132 GAD for GAD Mobilize the support of Number of GBV victim- 2019: 2025: progressive men to be part of survivors in conflict- the action in support of WPS related emergencies overall, and in addressing (disaggregated by sex, gender-based violence in age, region, civil armed conflict and conflict status, wealth quintile, vulnerable areas. employment, education, ethnic Monitor and assess the group) provided with functionality of the referral psychosocial and other system for GBV-related cases justice related in conflict vulnerable areas 133 services. 131 The agencies agreed to change the w ord “reduced” to “eliminated” clarifying that the strategies and actions differ in accordance w ith the desired outcome. 132 Original statementof the strategy has been modified to specifically refer to w omen’s participation. 133 DILG had issued a Memo Circular for LGUs regarding the establishment of formal referral system, how ever, no monitoring and as sessment of compliance has been done. 155 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Agency Indicator Baseline Target Number of GBV in 2019: 2025: Ensure the proper profiling of conflict-related disaster survivors, including emergencies reported home-based IDPs, to include to the authorities the deliberate gathering of age- and sex-disaggregated data.

3. WROs perceive Security sector reform Philippines’ rating in 2018: 3.5 Improved rating for Engage and convene relevant DILG a shrinking of and policy provides an the CSO sustainability the Philippines in agencies especially those that PNP democratic and enabling environment index 2025 have the mandate over issues CHR civic space for for WROs to express relevant to civic rights. AFP organized themselves freely, to {Countries are rated PCW groups and organize in groups for from one (most Engage and convene relevant WROs a common purpose, enhanced level of agencies relevant to and to gather together sustainability) to seven addressing the needs of to make their voices (most impeded)} widows and orphans left by the heard killings related to the war on drugs. Strengthen and support more systemic participation of civil society, with special attention to women’s groups and the youth in government decision- making processes. Identify policy entry points for civic space to thrive across issue areas, from justice to digital governance, taxation to civic participation. Ensure that shared milestones are tracked by both government and civil society 156 Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Agency Indicator Baseline Target partners as co-commitment holders and implementers in building an enabling environment for civic space. 157 STRATEGIC GOAL AREA 4 Expanded Opportunities for Women’s Participation, Leadership and Benefits in Disaster Resilience and Humanitarian Action 158 CHAPTER 9 DISASTER RISK REDUCTION AND MANAGEMENT Situation of Women and Girls and Priority Gender Issues The Magna Carta of Women, specifically Section 10. Women Affected by Disasters, Calamities and Other Crisis Situations states that “Women have the right to protection and security in times of disasters, calamities, and other crisis situations especially in all phases of relief, recovery, rehabilitation, and construction efforts. The State shall provide for immediate humanitarian assistance, allocation of resources, and early resettlement, if necessary. It shall also address the particular needs of women from a gender perspective to ensure their full protection from sexual exploitation and other sexual and gender -based violence committed against them. Responses to disaster situations shall include the provision of services, such as psychosocial support, livelihood support, education, psychological health, and comprehensive health services, including protection during pregnancy.” The National Disaster Risk Reduction and Management Plan (NDRRMP) 2020 - 2030 was developed through an inter-agency, multi-sectoral and participatory approach among the implementing agencies of the National Disaster Risk Reduction and Management Council (NDRRMC). It recognizes the gender gaps in disaster risk reduction and management (DRRM) that need to be addressed systematically and reflects these in the plan’s goals, objectives, outcomes and activities. The updated NDRRMP 2020-2030 establishes the linkage between disaster risk reduction and management (DRRM), climate change adaptation (CCA), and human security. Apart from the NDRRMP, the National Climate Change Action Plan (NCCAP) 2011-2028 details the long- term agenda of the country for climate change adaptation and mitigation. T hese two national documents recognize gender and development as a cross-cutting concern in the decision- making, design, planning, budgeting, implementation, and monitoring of policies, programs, actions and interventions within the scope of the plans. Republic Act 9729 or the Climate Change Act of 2009 highlights the importance of gender equality in climate actions. Gender equality is also acknowledged and considered in the Paris Agreement on Climate Change Preamble, as well as in the Articles on adaptation and capacity development. Completing the policy framework for gender equality and DRRM is the Philippine Development Plan 2017 - 2022, Chapter 11 on reducing vulnerability of individuals and families. Although these laws, policies, and plans are in place requiring the integration of gender equality perspective in their scope and implementation, it is a long way before the needs of women and girls are fully responded to in the areas of climate change adaptation, mitigation, disaster risk reduction, and management. A huge gap is that while the vulnerability of women and girls is widely recognized in the sector, their unique capacities and contributions to adaptation and across the disaster management cycle has not been fully acknowledged and considered in policy and programming. Women are underrepresented in decision-making processes at local and national levels which 159 contributes to women’s needs and concerns not being adequately responded to by policies and programs. Women are often the strong networkers, managers, organizers, caretakers, and in the case of the COVID-19 pandemic, they are the frontliners as Barangay Health Workers, in the community. However, discussion about disasters and pandemics at the highest level are done mostly by men. Pushing for this advocacy, the United Nations International Strategy for Disaster. Reduction (UNISDR) launched a publication in 2015, “Women’s Leadership in Risk-Resilient Development” 134 that describes 12 good practices from around the world that aim to shed some light on women’s capabilities to take leading roles in building disaster resilience. It features women as drivers of change in different socio-economic contexts, and under various gender conditions. While the examples portrayed in this publication presen t a broad range of approaches to women-led disaster risk reduction across humanitarian, environmental and development sectors, a single common thread that binds them is that each practice is an effort to shift the identity of women from mere beneficiaries to key actors in shaping, building and sustaining resilience to disasters. As the country struggles to cope with the impact of climate change and disasters, the unexpected COVID-19 crisis posed an enormous and exacerbating challenge to an already stretched infrastructure for DRRM. The interconnectedness of risks posed by climate change and disasters with the COVID-19 pandemic will have the biggest impact on the poorest and most marginalized groups of people. More than ever, development planners and policy makers need to be mindful of the intersecting identities that cause people’s marginalization - sex, gender identity and expression, age, disability, or any other identity marker that causes vulnerability. The survival of the economy and its people requir e an adaptive, inclusive, equitable and disaster-resilient development model for reconstruction and recovery that maximizes participation and contribution of women. But this can only be done if sex- disaggregated data are available to inform policies and de cisions. Thus, the DRRM sector need to also prioritize action towards the regular collection of sex-disaggregated data and the institutionalization of readily available databases that inform policymaking and programming. Priority Gender Issues The gender issues identified in this Chapter are as follows: (1) Women are likely to suffer higher rates of mortality and morbidity; (2) Women are underrepresented in decision -making processes at local and national levels of the DRRM phases of disaster prevention a nd mitigation, preparedness, response, rehabilitation and recovery; (3) Vulnerability of women and girls, including those of diverse SOGIE, PWDs, and IP and Muslim women to gender- based violence (e.g., sexual violence and abuse during humanitarian emerge ncies) during and after disasters; and (4) Vulnerability of women and girls to sexual violence and abuse during humanitarian emergencies/situations due to inaccessibility of safe and clean water and 134 UNISDR,

2015. Women’s Leadership in Risk-Resilient Development. chrome- extension://efaidnbmnnnibpcajpcglclefindmkaj/view er.html?pdfurl=https%3A%2F%2Fw w w .unisdr.org%2Ffiles%2 F42882_42882w omensleadershipinris kresilien.pdf&clen=2011057&chunk=true 160 other hygiene facilities to address women and girl’s practical gender needs. These have been reviewed and assessed to be still relevant and valid to guide actions during the remaining plan period. Progress Towards Outcomes The Climate Change Commission (CCC) spearheaded gender mainstreaming efforts in climate change through the development of the National Climate Change Action Plan which has been localized into Local Climate Change Action Plans. The goals of the action plan include strengthened adaptive capacities for both men and women in their communities; increased resilience of vulnerable sectors and natural ecosystems to climate change, and optimized opportunities for gender-responsive and rights-based sustainable development. In line with the requirements of the Climate Change Act, the Philippine’s firs t Nationally Determined Contribution (NDC) recognized the need to mainstream gender and development perspectives. The CCC and the United Nations Development Programme NDC Support Project for the Philippines conducted gender analysis and developed a Gender Action Plan in

2021. A concise report on the current status of gender mainstreaming in climate change initiatives was prepared and informed the formulation of strategies to strengthen the integration of gender in the NDC processes of the Climate Change Ada ptation and Mitigation sector agencies. The Philippines submitted to the United Nations Framework Convention on Climate Change (UNFCCC) its first NDC and is committed to reduce greenhouse gas emissions by 75 percent by 2030. In addition, the issue of gender-based violence specifically in emergency situations and the need for appropriate measures such as the establishment of women -friendly spaces in evacuation centers and the accessibility of appropriate services for GBV victim-survivors were also considered in the National Disaster Response Plan (NDRP), and cascaded in NDRPs for various hazards - Earthquake and Tsunami, Hydrometeorological Hazards, and for Management of the Consequence of Terrorism-Related Incidents. The Department of Social Welfare and Development as the Vice-Chairperson of the NDRRMC Disaster Response issued several operational guidelines that included responses to gender specific issues such as enhanced implementation guidelines for the Comprehensive Intervention Against Gender-Based Violence; and guidelines for institutionalizing Women- Friendly Spaces (WFS) in camp coordination and camp management. Priority Outcomes The Overall Strategic Outcomes of Chapter 9 DRRM has been modified and expanded to read as follows: Strengthened resilience of women and girls to prepare and respond to natural hazards and risks; increased protection from GBV during disasters; improved access to post- disaster assistance and resources; and increased voice and leadership by women in DRRM and climate change action. 161 Key Strategies Strategies that were identified to be needing emphasis during the remaining plan period include: • Fully integrate women’s and girls’ needs to DRRM and CCA planning and programming • Develop gender-responsive and sex-disaggregated data in monitoring and evaluation (This is particularly highlighted given the inability of the sector to provide data for baselines, and targets). • Increase women’s access to climate and disaster risk-related information, technologies, financing, and healthcare support prior to, during, and after emergencies • Align strategic outcomes for women and girls and the key strategies to achieve them between the GEWE Plan 2019-2025 and other relevant plans that mainstream a gender perspective in their approach and strategies, namely: NDRRMP 2020-2030, NCCAP 2011-2028, NDRPs for specific hazards (earthquake and tsunami, hydrometeorological hazards, and terrorism-related incidents), including the PDP 2017-2022. • Undertake impact analysis of various plans and the interventions to implement them to ascertain their contribution to strategic outcomes for women and girls • Intensify gender mainstreaming in agencies with responsibility for DRRM and CCA to enhance the integration of gender issues and needs of women and girls in DRRM and CCA policy and programs. • Continue building the capacity of sectoral agencies at the level of program and project implementation in gender analysis that inform program and project design, implementation, monitoring, evaluation and reporting 162 CHAPTER 9: DISASTER RISK REDUCTION AND MANAGEMENT Overall Strategic Outcomes: Strengthened resilience and adaptive capacity of women and girls to prepare and respond to natural hazards and risks; increased protection from GBV during disasters and improved access to post-disaster assistance and resources; and increased voice and leadership by women in DRRM and climate change action. Gender Issue Statement Outcome/ Result Outcome/ Result Strategy Responsible Statement Indicator Baseline Target Agency

1. Women are likely to Zero mortality Number of deaths and 2019: 2025: Improve the narrative of DTI suffer higher rates of from disasters missing persons, by sex, women in disasters from the DILG mortality, morbidity affected by natural limited view of vulnerability to NDRRMC and post-disaster ruin disaster per 100,000 encompass their resilience- Local to their livelihoods population* building and leadership role DRRMOs DSWD Ensure women’s control over OCD Number of deaths and 2019: 2025: and access to resources missing persons, by sex, (livelihood and other affected by human economic opportunities) that induced disaster per are not mere extensions of 100,000 population* their domestic roles during post disaster planning and *SDD available upon programming request from the OCD Operations Center Increase the capacity of duty (ndrrmoc@ocd.gov.ph. bearers in creating an enabling environment for Strengthened Number of women from 2019: 2025: GEWE, in the delivery of resilience and disaster areas gender responsive DRRM adaptive accessing microfinance programs/projects/services capacity of women for business recovery and in the execution of their and girls to Number of women from 2019: 2025: key mandates under the respond and disaster affected MCW (e.g., education and areas provided with awareness-raising in livelihood skills trainings schools, media) 163 recover from the Percentage of 2019: 2025: impacts of displaced, deaths and Increase the number of disasters missing marginalized social groups of women and girls due to women (mothers, pregnant disasters and lactating women, persons with disabilities, elderly) attending training and capacity- building activities Develop gender-specific and sex-disaggregated data in monitoring and evaluation

2. Women are under- Needs and Percentage of women To be 40% by 2025 Enforce the implementation NDRRMC represented in concerns of occupying seats in multi- determined of the MCW provision on CCC decision-making women and girls sectoral/multi- 40% representation of Local processes at local and are adequately stakeholder bodies- women in multi- DRRMOs national levels of the integrated into all (e.g., DRRMCs sectoral/multi-stakeholder DSWD DRRM phases of phases of DRRM (National, Regional, bodies and their substantive disaster prevention programming and Provincial, City, participation in them and mitigation, policy Municipal and preparedness, Barangay), CCC Develop tools and guides for response, Advisory Board, WMC, women in leadership rehabilitation and Multi-Sectoral Forest positions in DRRM on recovery Protection Committee strategic gender issues that (MFPC), and Protected need to be addressed in all Area Management phases of resilience building Board) by position and by level of government Implement mechanisms to Number of women To be To be advance women’s leadership organizations determined determined in the DRRM phases such as participating in DRRM in community disaster processes resilience programs Number of policies to To be To be Develop and build the ensure that women’s determined determined capacity of a strong network health and safety in of women’s organizations on DRRM 164 temporary shelters are addressed Adopt international best practices on addressing the vulnerability of women in disasters as well as their leadership potential in resilience building.

3. Vulnerability of women Marginalized Incidence of Gender- 2025: 2025: Advocate for LGU support to DepEd and girls, including social groups of Based Violence during mainstream GBV programs CHED those of diverse women are and after disasters during emergencies and PIA SOGIE, PWDs, and IP adequately identify areas of collaboration PCOO and Muslim women to protected from Number and Quality of 2019: 2025: to ensure inclusive response DILG gender-based violence GBV during and policies or programs that during time of disasters DSWD during, and after after disasters promote protection of disasters marginalized women Adopt internationally from gender-based accepted protocols to violence during and after address the issue of GBV in disasters DRRM, such as in temporary shelter management during disasters. Ensure that the private sector follows standard protocols that protect women and girls in the provision of assistance in times of emergencies and disasters

4. Vulnerability of women Gender- Accessibility of water to To be To be Develop policy guidelines on NDRRMC and girls to sexual responsive women, girls, and boys, determined determined gender-responsive Shelter violence and abuse temporary shelter in safe locations, temporary shelter agencies during humanitarian and other culturally appropriate, Improve collection and use of DSWD emergencies/situations infrastructure in private, and well-lit sex-disaggregated data and due to inaccessibility times of reproductive health of safe and clean humanitarian Availability of separate To be To be indicators in rapid and water and other emergencies sanitation sites to determined determined comprehensive assessments hygiene facilities to - Accessible women, girls, and boys, for strategic gender analysis address women and water and in safe locations, 165 girl’s practical gender sanitation culturally appropriate, and programming of needs sites private, and well-lit humanitarian response - Relief Percentage of women To be To be items and men trained in the determined determined Adopt measures to prevent - Day care use and maintenance of sexual violence in evacuation centers in water facilities centers and relocation sites camps (ensure inclusion of humanitarian training to Identify and allocate avoid GBV) appropriate space for income Number of women and To be To be earning activities child-friendly spaces determined determined established Ensure the availability of temporary shelters that are appropriate, safe, private, and well-lit for women, unaccompanied and adolescent boys and girls, and other vulnerable groups including those living with a disability Ensure establishment of women and child-friendly spaces following best practice 166 STRATEGIC GOAL AREA 5 Expanded Opportunities for Women’s Participation, Leadership and Benefits in Science, Technology and Innovation, ICT, Infrastructure, and Energy 167 CHAPTER 10 SCIENCE, TECHNOLOGY AND INNOVATION, AND INFORMATION AND COMMUNICATION TECHNOLOGY The GEWE Plan 2019-2025 seeks to highlight the contribution that these two sectors could provide in furthering the promotion of gender equality and women’s empowerment. The chapter calls attention to two key gender equality issues: i) women and girls are not sufficiently benefitting from advances in science, technology and innovation (STI) and information and communication technology (ICT); and ii) limited participation of women in higher level technical and leadership positions in STI and ICT. Women and COVID-19 in STI and ICT The COVID-19 global pandemic accelerated the adoption of what is now referred to as the “4th industrial revolution technologies”135 as people, governments and companies were forced to rely on the latest technologies of cloud computing, artificial intelligence, speed of 5G networks, big data, and more. More than ever, how individuals can quickly learn and adapt to these drastic changes in the world of work will determine how well they will cope and survive in the new normal. It is essential that STI and ICT sector planning and programming to recover from the pandemic consider the participation and voice of women as well as their f ull benefit from developments moving forward. According to a recent survey, 71 percent of Filipino women identifies education as one of the main aspects of their lives that has been most impacted by the pandemic. This could potentially be due to the fact that, owing to the lack of technological support and digital devices, women in the Philippines have limited access and abilities to adapt to the modalities of virtual classes and distance learning. Added to the loss of jobs among many women in highly affec ted sectors of the economy, families, particularly women head of households are left with little to no capacity to fund the education of their children.136 Situation of Women and Progress Towards Outcomes Towards addressing constraints to women and girls’ fully benefitting from advances in science, technology, and innovation (STI) and information and communication technology (ICT) the DOST has its Small Enterprise Technology Upgrading Program (SETUP) that is benefitting women in very practical ways to impr ove their economic life. The program assists micro, small, and medium enterprises (MSMEs) to adopt technological innovations to improve their products, services, operations and increase their productivity and competitiveness. Aside from providing appropriate technologies, the program provides technical assistance and consultancy services for design of product packages and labels and assists MSMEs in securing product certifications. Priority sectors of assistance includes industries where women are predominant such as food processing, gifts, housewares, and decors. The SETUP project has been a strong partner of the DTI under a women’s economic empowerment (WEE) project that is assisted by the government of Canada with the Philippine 135 Marr, Bernard. What’s been the impact of Covid-19 on the 4 th Industrial Revolution?Forbes. Dec. 21, 2020. https://w ww.forbes.com/sites/bernardmarr/2020/12/21/w hats -been-the-impact-of-covid-19-on-the-4th- industrial-revolution/?sh=3ccfd4875c0d 136 COVID-19: Impact on Women in the Philippines. (2021). Akanksha Khullar. Retrieved from https://reliefw eb.int/report/philippines/covid-19-impact-w omen-philippines 168 Commission on Women and through which project, women micro and small entrepreneurs have been particularly targeted to become beneficiaries of assistance. The intervention is a departure from the traditional “women’s livelihoods” towards “women’s businesses with potential for growth”. Recently (March 2021) the DOST, DTI, and DICT issued a Joint Administrative Order creating a Steering Committee under Republic Act 11337 or the Innovative Startup. Under the order, the three agencies are authorized to provide incentives to startup s and startup enablers that have passed the selection and application process. The incentives include access to capital, subsidized business registration, and other administrative and operational perks, training, research and development, and endorsement for the expedited processing of applications and travel visas, among others. How women entrepreneurs will continue to be targeted and benefitted by these efforts need to be the subject of a careful assessment that can quantify and provide qualitative desc ription of outcomes for women. Noted to have facilitated the success of the SETUP program includes the promotional activities that engage viewers to like/share Facebook posts featuring women led MSMEs; easy access to DOST programs and services; and partner ship with the PCW WEE project. The DOST GAD mechanism keeps abreast of gender issues resulting from the COVID-19 pandemic and tries to use its platforms to contribute to addressing them. In Oct ober 2021, in celebration of the 2021 National Science and Technology Week, a webinar on the effects of Cyberbullying and Online Sexual Abuse was undertaken to make the public aware of this emerging issue which was observed to have tremendously increased during the pandemic and which victimizes women and girls online. An initiative from the National Research Council of the Philippines is a study on “Defining a Gender-responsive Work-from-Home (WFH) Scheme in a Post ECQ Scenario”. This was based on a national survey on the WFH experiences of workers in the public sec tor. The Council also created a gender-sensitive dashboard for monitoring COVID-19, as a decision- making support tool for LGUs and is currently being rolled out. The implementation and impact of all these initiatives need to be assessed and reported to pro perly acknowledge the value that they bring to women in the workplace. Towards addressing the limited participation of women in science, technology and innovation as well as in higher level technical and leadership positions in the sector the Science Education Institute (SEI) has adopted this Vision: By 2025, SEI shall be the GAD Leader in STEM Education. To achieve this, the institute will mainstream GAD in the administration of undergraduate and graduate scholarship programs, advance specialized trainings, promotion of S&T culture and the development of innovative science education programs. Its Gender and Development goals include intensified campaigns and intervention programs to provide equal opportunities for both men and women in accessing and avail ing DOST STEM scholarship programs. How this GAD vision, particularly its scholarship program for science and technology education, results in increased number of women practicing in the S & T field needs to be monitored and reported. 169 Based on a DOST survey done in 2018, women are well represented in the scientific research and development in government and higher educational institutions (both public and private) at 58 percent, as indicated in the figure below. 137 This is higher than the world average of about 30 percent in 2017 and the average of Eastern and South -Eastern Asian countries at 25 percent (UIS, 2020). 138 The DOST considers this as a result of the continued advocacy for women to be involved in research. Figure 5. R&D Personnel by Sector and Sex As of August 2019, the most common field of study for women enrolled in tertiary education was Business Administration and for men, it was Information and Communication Technology. Enrolment in STEM courses as of February 2020 was recorded by PSA to be 43 percent female.139 This is a good representation and could be a result of scholarship programs that encourage female students to go into the STEM fields of study. Intensifying these types of programs is important as it has been shown by global data that “STEM jobs and professional work have fared relatively well during the COVID-19 crisis due to their suitability to remote work.” 140 Recognizing women scientists has been promoted as a good way to provide models for young girls to aspire to and to break down stereotypes. The National Academy of Scien ce and Technology (NAST) is the government body mandated to recognize outstanding achievements in science and technology. It also serves as a reservoir of competent scientific and technological human resources for the country. According to the NAST, 33 per cent (4 out of 12) of the nominations for the Order of National Scientist Award in 2021 are women, and of the 81 existing members of the Academy, 20 or 25 percent are women. While there is no basis for making any comment on whether there may be unintende d bias in the awarding body, action may still be required to make the award and the awarding body more inclusive, not only of women but also of other marginalized groups such as IPs, people with disabilities, and of different sexual and gender orientation. Gender equality advocates 137 DOST Research and Development Survey Report 2018 138 Ibid. 139 https://psa.gov.ph/sites/default/files/2020%20Fact%20Sheet%20Women%20and% 20Men_final_0.xlsx 140 ADB Brief: COVID-19 is No Excuse to Regress on Gender Equality. November 2020. Retrieved from https://w ww.adb.org/sites/default/files/publication/651541/covid-19-no-excuse-regress-gender-equality.pdf 170 aver141 that there are several things that awards committees can do to check against bias, such as: i) evaluating their criteria to see if the criteria themselves are biased, for example, women are less likely to publish, less likely to get citations, and less likely to receive other awards; ii) evaluating the criteria whether they are based on a masculine male archetype of a good scientist when there may be other ways to be a good scientist that the awards might not be evaluating for; iii) examining the nominee pool for potential bias, i.e., is the body receiving proportionate number of nominations based on sex that represent the makeup of the pool at that career stage. To make scientific awards more inclusive, not only of women, it is recommended that scientific societies and awards bodies collect data about the sex, race, disability status, and other identity markers, of their membership at all career stages so that statistics about the proportion of women in the society, in the nominee pool and in the award- winners group could be justified as inclusive and non-discriminatory. Forward Looking Strategies More than ever, policies on ICT and STI need to more seriously take “inclusiveness” into account as a way to contribute to “building back and forward better”. This means paying closer attention to groups that have been excluded in the past, including women and minorities, and focusing on innovations in low and medium level technologies . This would also mean a greater focus on technology diffusion policies and STI policies to support inclusiveness more generally. From the literature on COVID-19 policy choices142, several actions are relevant to enhancing the role of women and their benefiting from developments in the STI and ICT se ctors. These include: i) support for early-career researchers and women researchers who are among those that have been severely affected by the disruptions caused by the crisis; ii) technology and innovation support for MSMEs and entrepreneurs affected by the COVID-19 crisis; iii) investing in the diffusion of digital technologies to help companies deal with confinement measures; and iv) support to build the agility of the STI country system by providing grant extensions to innovators affected by COVID-19. Continue the promotion of more women into STEM fields of study and STEM -related careers. Intensifying the programs that address this problem is important as it has been shown by global data that “STEM jobs and professional work have fared relatively well during the COVID-19 crisis due to their suitability to remote work.” 143 141 https://theconversation.com/minding-the-gender-gap-in-science-pr izes-109219 142 COVID-19: A pivot point for science, technology and innovation? OECD. https://w ww.oecd- ilibrary.org/sites/8ea017be-en/index.html?itemId=/content/component/8ea017be-en 143 ADB Brief: COVID-19 is No Excuse to Regress on Gender Equality. November 2020. Retrieved from https://w ww.adb.org/sites/default/files/publication/651541/covid-19-no-excuse-regress-gender-equality.pdf 171 CHAPTER 10: SCIENCE, TECHNOLOGY AND INNOVATION (STI), AND INFORMATION AND COMMUNICATION TECHNOLOGY (ICT) Overall Strategic Outcome: Improved benefit by women from developments in STI and ICT to advance their socio-economic situation and well-being including easing their burden in the home, industries, workplaces, and public spaces; women enjoy equal access, participation, and leadership in STI and ICT careers and employment. Gender Issue Outcome/ Outcome/ Result Strategy Responsible Statement Result Indicator Baseline Target Agency Statement

1. Science, Improved Proportion of total 2019: 2025: Identify necessary action DICT technology benefit by population (by sex and or policy to immediately DOST and innovation women from region) with access to generate data for (STI) are not developments mobile network indicators without sufficiently in STI to Proportion of total 2019 NICTHS Data 2025: baseline and target harnessed in advance their population (by sex and advancing socio-economic region) with access to Number of Undertake studies to gender situation and internet individuals using the explore application of equality well-being internet (by Sex) advances in STI and ICT (including to advance gender easing their Female = equality burden in the 12,052,362 home, (46.25%) Intensify programs that workplaces and Male = 9,065,653 specifically targets public spaces). (47.74%) women as beneficiaries Presence of mechanism 2019 NICTHS Data 2025: of scientific and to consult among technological relevant government Individuals innovations, e.g., SETUP agencies on strategic accessing use of technology to government Encourage the use of STI address: websites (by Sex) and ICT to advance gender equality, such as - Access to social Female = 2,437,201 through awards that services (20.22%) recognize outstanding - Access to contributions from productive Male = 1,633,346 women and men in services (18.02%) leveraging the potential (financial, of S &T and ICT to markets, etc.) promote gender equality 172 Gender Issue Outcome/ Outcome/ Result Strategy Responsible Statement Result Indicator Baseline Target Agency Statement Proportion of women To be determined 2025: beneficiaries of the SETUP program (DOST, WEE Project) Proportion of STI and 2019 2025: ICT start-up enterprises owned by women

2. Lack of access Improved Proportion of individuals 2019: 2025: Eliminate barriers to DICT and benefit by access by with access to banks women’s equal access to DTI women to women to ICT- and financial products, Information and E-Commerce advances in enabled by sex and by region Communication Bureau information resources Technologies (ICTs) and Proportion of women- 2019: 2025: communication owned enterprises Increase the affordability technology engaged in internet and use of technology retail trade (or e- and boost digital literacy commerce)* for women *data is available and is Develop and enhance being monitored by the communications DTI E-commerce infrastructure in bureau. geographically isolated and rural areas to ensure timely and adequate information including immediate access to emergency services by establishing community communication centers. Develop programs that will leverage the power of ICTs to address persistent inequality 173 Gender Issue Outcome/ Outcome/ Result Strategy Responsible Statement Result Indicator Baseline Target Agency Statement issues such as women’s lack of access to banks, financial products, market information Monitor risks (either in the form of direct threats, including online violence and harassment or unintended consequences, such as reinforcing or exacerbating inequalities) and prevent harm to women as a result of new technology Invest in the diffusion of digital technologies to help companies deal with confinement measures Provide support to build the agility of the STI country system by providing grant extensions to innovators affected by COVID-19. 174 Gender Issue Outcome/ Outcome/ Result Strategy Responsible Statement Result Indicator Baseline Target Agency Statement

3. Limited Women enjoy Proportion of science To be determined As per MCW: Ensure that STI and ICT DOST participation of equal access, and technology 40-60% proportion (government and private) NAST women in STI participation, scholarships granted to are equal opportunity DICT and ICT and leadership women (SEI) employers with policies in activities as in STI and ICT place for the hiring, well as in careers and promotion and continuing higher level employment development of women technical and on an equal basis with leadership Improved men positions in representation STI and ICT of women in Proportion of R&D grant To be determined 40-60 % Address the barriers to higher assistance to women by proportion women’s access to technical and DOST higher level positions in leadership Number of women To be determined 40-60 % the sectors by removing positions in STI inventors and scientists proportion biases in the selection, and ICT supported in terms of Note: Data on hiring, promotion financial and technical patents and processes assistance, i.e., trademarks are not patenting, trademarks disaggregated by Create opportunities to (MCW Sec. 23) sex encourage entry of Proportion of women 27% (11/41) of 40-60 % women in the S&T and National Scientist conferred National proportion ICT workforce awardees Scientists are women, 2017 Advocate for the review Proportion of women To be determined 40-60 % of guidelines and criteria young scientist proportion for approval of R & D in awardees the sectors, public and Proportion of women To be determined To be determined private, to ensure that Balik Scientist gender equality is taken as an important Awardees consideration (i.e., how R Proportion of women 20% (17/86) of To be determined & D impacts the academicians academicians are advocacy for gender women (2017) equality) 175 Gender Issue Outcome/ Outcome/ Result Strategy Responsible Statement Result Indicator Baseline Target Agency Statement Continue the promotion of more women into STEM fields of study and STEM-related careers. 176 CHAPTER 11 INFRASTRUCTURE AND TRANSPORTATION The Philippines has seen increasing level of spending on roads, bridges, air and seaports, and other large-scale projects in recent years. Public infrastructure investment rose from an average of three percent of GDP (2011–2016) to 4.1 percent in 2016, over 5 percent in 2018, with a target of raising the ratio to 6.7 percent by 2022. 144 The government’s Build Build Build program includes large projects that address major bottlenecks, focusing on transportation, water resources, and energy. The NEDA Board approved in 2017 the National Transport Policy (NTP) and its Implementing Rules and Regulations (IRR).145 Among others, the policy takes cognizance of international standards governing the transport sector, including good governance through streamlined transport regulations, rationalized transport agency functions, policies aligned with government priorities and programs, ensured adherence to safety standards and compliance with international agreements, promoting green and people-oriented transport systems, and creating “new” economic growth centers outside of the country’s key cities for inclusive growth through access improvement and support to tourism, agro-industry, trade and logistics, and other economic sectors. Noteworthy is the inclusion of gender equality considerations in several sections of the NTP: • NEDA Board Resolution Adopting the NTP, SECTION 4. Program and Project Selection. Nonmotorized means to achieve inclusive mobility and accessibility shall include transit- oriented development, prioritization of pedestrians, provision of support facil ities that mainstream gender considerations, and inclusion of green ways network, i.e., elevated walkways, covered walkways, sidewalks and bike lanes (underscoring supplied). • IRR, 12.9 Inclusive and People-Oriented Mobility. Such should include transit-oriented development, prioritization of pedestrians, and provision of support facilities that mainstream gender considerations (underscoring supplied). • IRR, 12.12 Public Need and Social Acceptability. Programs and projects must conform to applicable Gender and Development Guidelines (underscoring supplied), social safeguard policies, and laws guaranteeing accessibility for persons with disabilities. During project conceptualization, implementing agencies should formulate the resettlement action plan (RAP), which contains information on: (a) affected people and their socioeconomic profile; (b) the required resettlement’s impact and mitigating measures therefor; and (c) schedule and timing of the resettlement activities. The RAP shall serve as guide for LGUs in implementing resettlement activities of affected households in transport projects. Both programs – infrastructure and transport, however, have encountered setbacks following the COVID-19 pandemic. Similar to other programs which all suffered financial cuts, the 2020 budget of the Department of Public Works and Highways (DPWH) and the Department of Transportation (DOTr) were cut to fund dole-outs and medical response leaving them with a much-lowered infrastructure program spending budget for 2020. 144 NEDA, PIP 2017-2022, Chapter 13, chrome- extension://efaidnbmnnnibpcajpcglclefindmkaj/view er.html?pdfurl=https%3A%2F%2Fneda.gov.ph%2Fw p- content%2Fuploads%2F2021%2F09% 2FPIP-2017-2022-13.pdf&clen=359305&chunk=true 145 National Transport Policy (NTP) and its Implementing Rules and Regulations (IRR). https://neda.gov.ph/w p- content/uploads/2020/02/NTP- IRR- Final.pdf 177 Amidst this financing challenge, the government needs to be agile and flexible as it aligns with global trends to make infrastructure and transport investment more sustainable given climate change and the increasing susceptibility of countries to natural hazards, now including health hazards. Recent research 146 avers that once the immediate task of containing COVID-19 has been achieved, the focus will necessarily shift from crisis management to investing in adequate infrastructure for development, as well as to prevent and mitigate the impact of future outbreaks. To a large extent, a country’s readiness to cope with epidemics is correlated with the quality of its infrastructure, and that infrastructure development is a key part of health security and epidemic preparedness. Moreover, the data and correlations show that such improvements are likely to have the highest impact on health security in countries where there are higher levels of gender equality.147 Understanding that infrastructure and transport investments deliver greater impact in an environment of high gender equality should act as an incentive for both the public and private sector to ensure, at a minimum, that infrastructure considers how men and women use and benefit from them differently. It would seem, therefore, that investing in gender-friendly infrastructure and transport system is essential for paving the way to both gender equality and sustainable health. These policies are all the more relevant now, in the midst of the COVID-19 pandemic, which has been shown to exacerbate gender inequalities around the world. Emerging gender issues Women microentrepreneurs in the rural areas benefit from farm to market roads in expanding their markets. There are success stories of communities that have become economically affluent traceable to the development of road networks. Thus, any discontinuance in farm-to-market roads construction will pose a negative consequence to the lives of women and men whose livelihood are most likely to remain limited and stagnant. Transportation Access to mobility because of the restrictions imposed on public transport system, especially in cities and urban centers were one of the immediate impacts on women’s ability and mobility. Walking and bicycling emerged as the alternative forms of moving between places especially for women frontliners and essential workers. However, safety immediately became a major consideration as existing infrastructures are not yet appropriate for cyclists and pedestrians as provided for by the NTP. Poor access to mobility is more pronounced especially for women elderly who are also living alone or with elderly couple living on their own, as quarantine restrictions forbid them to get out of their houses, and yet they must do errands. 146 Asian Infrastructure Investment Bank. 2020. Impact of the Coronavirus (COVID-19) and Its Implications for Infrastructure Priorities. (March 25). https://w ww.aiib.org/en/new s -events/new s/2020/_dow nload/Background-Impact- of-Covid-19-and-Implications-on- Infrastructure-Pr iorities.pdf. 147 Ibid. 178 Rebuilding after the pandemic offers the transport sector an opportunity to fully implement the progressive and inclusive NTP with improved responsiveness to the needs of various groups of people including the women workers in the sector, and women, children and PWDs among its users. The COVID-19 policy responses must respond to women’s priorities such as reducing the risk to women transport users by improving the safety and security of transport through infrastructure and operational improvements, public awareness campaigns, well-trained transport employees, and better reporting systems, combined with a zero -tolerance approach to harassment. Women’s groups in the Philippines have highlighted how mobility and transportation restri ctions under the Enhanced Community Quarantine have resulted in increased risks for women seeking gender-based violence protection due to reduced options for accessing support services. Progress Towards Outcomes Towards enhancing the benefit and well-being of women and girls from transportation development through mainstreaming, the DOTr issued policies on i) the creation of the Inclusive Transport Unit within the department which has been tasked to spearhead and monitor the implementation of the agency’s advocacy initiatives on GAD and accessibility; ii) the reconstitution of the agency GAD Focal Point System to include additional technical staff who are involved in project development to ensure that gender perspectives are integrated and sustained fro m the design to implementation of transport projects as provided for in the NTP; and the iii) use of the simplified version of the Harmonized GAD Guidelines for Integrating a gender equality perspective in Project Implementation, Monitoring and Evaluation intended to be used by transport planners and implementers to ensure the gender responsiveness of projects. The DOTr has developed a Gender Responsive Transport Standard which is being applied in designing the rail transport system. Similar standards specifically for the Air, Maritime, and Road Sectors are also in the pipeline for development. The Department of Public Works and Highways has similarly developed Guidelines for Mainstreaming Gender Equality Actions in Road Infrastructure Projects which is intended for use in all phases of road projects in the country. Qualitative assessments of the impact of these standards and guidelines on women and girls and other marginalized groups identified in the NTP will be noteworthy moving forward. The DOTr also led the undertaking of several gender-responsive ODA-funded transport projects such as: • The Greenways Project – an infrastructure initiative funded by the Asian Development Bank which aims to enhance the pedestrian/commuter mobility by constructing and renovating facilities in select railway stations (i.e. MRT/LRT) to provide more space and comfort particularly for women, children, persons with disabilities, and senior citizens. • Davao High Priority Bus System Project – is a flagship initiative of the Davao Public Transport Modernization Initiative. Currently on its planning stage, the proposed bus- based public transport system for the city ensures that women and girls benefit from it through: 1) availability of Women and Children’s Desk at the terminals that are staffed by trained police officers, half of whom would be women; 2) provision of buzzers inside the 179 bus that women can use to call attention in case of sexual harassment; 3) training of on- bus personnel to address the unique needs of unaccompanied children; 4) strict conduct of a Breath Analyzer Test among drivers and conductors before being allowed to drive. For this project, the DOTr team conducted consultations with potential users including women’s groups, persons with disabilities, elderly, and the youth as well as stakeholders - PUJ operators, wives of PUJ operators and drivers, female officers of transport cooperatives and operators. The DOJ, on the other hand, reports the development of safe havens for persons in danger of trafficking. Through its leadership of the Inter-Agency Council Against Trafficking (IACAT), the DOJ completed the construction of the Tahanan Ng Inyong Pag -asa (TIP) Center which is the first IACAT shelter and one-stop-shop where complaints on trafficking in persons may be reported. This is also a place where victims can avail of counseling services and where other concerns may be addressed without having to go to different agencies. The TIP Center, launched in 2020, is now being utilized for emergency and urgent referrals to provide temporary shelter for processing of trafficked victims while waiting for their COVID-19 test result, particularly those who were rescued by law enforcement agencies during the conduct of anti-trafficking operations. From January-September 2021, the TIP Center assisted a total of 268 probable victims, 62 of whom are minors. All of them were given temporary accommodation, food and security assistance148, including the required COVID-19 swab test. The Department of Social Welfare and Development also maintains 44 residential care facilities in the country for victims of trafficking, 13 of which are designated specifically for women and 24 for children.149 The services in these residential care facilities also respond to the needs of those who experience domestic violence and sexual assault, including those who are abandoned or neglected. The services under the Recovery and Reintegration Program for Trafficked Persons are also available and accessible at the residential care facilities. The TWG members identified the following facilitating factors towards increasing the participation and leadership of women stakeholders in infrastructure development processes: • agency commitment to gender mainstreaming and social inclusion in the whole cycle and in all components of project implementation, as well as the significant commitment to it of funding partners particularly the ADB and JICA. • mobilization of women community members, provision of capacity building interventions, and collaboration with the LGUs in ensuring that women are given opportunities to participate A major setback in the sector is the absence of sex-disaggregated data and gender statistics which severely limits the capacity of the sector to surface, address and report on the sectors’ contribution to inclusive development that equally benefits women and other marginalized groups in society. Thus, this issue has been added to the results matrix and appropriate strategies identified. 148 24hours / day 149 24 (for children); 13 (for w omen); 1 (male); 4 (for older persons); 2 (processing center) 180 Priority Outcomes and Strategies The priority outcomes remain the same: Enhanced benefit and well-being of women and girls from infrastructure and transportation development; increased voice and representation of women stakeholders in project identification, design, implementation and monitoring; improved capacity of the duty bearers in the infrastructure and transportation sectors to include gender equality objectives in design and operation of programs. Key strategies for generating data systems that support reporting and further action on gender mainstreaming in the sector have been added in the results matrix. 181 CHAPTER 11: INFRASTRUCTURE AND TRANSPORTATION Overall Strategic Outcomes: Enhanced benefit and well-being of women and girls from infrastructure and transportation use; increased representation and voice of women stakeholders in project identification, design, implementation and monitoring of infrastructure and transportation policies and programs; improved capacity of the duty bearers in the infrastructure and transportation sectors to include gender equality objectives in design and operation of programs. Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Agency Indicator Baseline Target

1. Gender- Enhanced benefit Number of To be To be Develop a policy that DPWH mainstreaming and well-being of infrastructure and determined determined makes improving the lives DOTr in women and girls transport projects and opportunities of women IACAT infrastructure from infrastructure that report having and girls as an explicit DOE and transport and transportation undergone gender objective of infrastructure DICT projects need development analysis and with and transportation projects. NIA to be identified benefits LWUA strengthened for women and girls Design and implementation Proportion of To be To be of transport projects shall population, by sex, determined determined include provision of support with access to facilities that mainstream electricity, clean gender considerations water, public transport, mobile network, and the Programs and projects internet must conform to applicable Gender Death rate due to To be To be and Development road traffic injuries, determined determined Guidelines, social by sex, age safeguard policies, and laws guaranteeing Proportion of To be To be accessibility for population that has determined determined persons with disabilities convenient access to public transport Ensure that potential by sex, age negative impacts or risks for women in infrastructure 182 development are addressed Monitor and ensure that gender equality is not regarded as requiring attention in infrastructure and transportation projects; rather, women and girls must be considered primary clients whose satisfaction is a critical factor in ensuring projects’ success and sustainability. Ensure that infra and transport projects are designed to: i) increase women’s economic opportunities; ii) provide appropriate services to women; iii) actively involve and include the perspective of women; iv) improve girls’ and women’s access to education and health care Ensure that the GAD budget allocation is used effectively, properly, and impact on women routinely tracked and assessed systematically Develop safe havens for persons in danger of trafficking 183

2. Limited Increased Proportion of To be To be Increase participation of DPWH participation of participation and women technical determined determined women in all stages of the DOTr women leadership of women staff, engineers and development process from DILG stakeholders stakeholders in architects in the project identification, LWUA in infrastructure planning, design, implementation and NIA infrastructure development implementation, monitoring and evaluation and processes from the and decision- transportation project identification, making bodies in development design, the infrastructure implementation and and transport monitoring and sectors evaluation Proportion of To be To be women employed in determined determined the construction sub-sector or industry Proportion of To be To be women determined determined stakeholders consulted in each level of development process

3. Low level of Supportive enabling Presence of policy To be To be Strengthen the policy on DPWH awareness environment for promoting gender- determined determined gender equality in the infra DOTr among duty gender equality in responsiveness in and transport sectors, bearers in the infra and transport the design, including accountabilities infrastructure gives importance to implementation, for GEWE results and the needs of women monitoring and transportation and girls and evaluation of Strengthen the capacity of sectors of the includes objectives programs in the relevant agencies’ GAD significant role for their well-being in sector focal point system to lead these sectors the design and the knowledge building and could play in operation of understanding about how improving the infrastructure and the infra and transport well-being of transport programs sectors can be tools to women and further gender equality 184 girls and Infra projects Number of To be To be advancing supports job creation assessments made determined determined Monitor and report on infra gender for displaced women on the impact of and transport projects’ equality. workers infrastructure and impact on women’s and transport systems girls’ lives on women and girls Given the COVID-19 pandemic, the infra and Number of jobs To be To be transport sectors can created for women determined determined contribute to the economic (displaced by the recovery through: pandemic) Investing in public works or cash-for-work initiatives as reintegration measures Linking economic recovery with long-term sustainable development goals i.e., programs to regenerate the environment and mitigate and adapt to the impacts of climate change can generate jobs for women, including OFW returnees Advocate or invest in public works that would create jobs in the renewable energy, agroforestry, and circular economy sectors Invest in highly sustainable projects at the LGU level, such as construction or demarcation of bicycle lanes and the expansion of green spaces. 185

4. Absence of Gender statistics and Database for the 0 1 Expand and invest in data DPWH gender sex disaggregated infrastructure sector system that includes sex DoTr statistics and data regularly disaggregated data and sex- generated and gender statistics for disaggregated routinely used for monitoring and tracking data for the policy and program Database for the 0 1 impact on women and other sector planning, reporting, transport sector marginalized sectors of monitoring and society evaluation Identify action or policy that is required to initiate and generate data for the baseline and target of the indicators identified herein. 186 CHAPTER 12 ENERGY Situation of Women and Girls Lack of access to energy is a worldwide phenomenon with a strong gender dimension. In developing countries, this lack of access is an obstacle to women’s and girls’ well-being and economic opportunities, as it strongly affects their living conditions and time -use and undermines their educational and economic opportunities. 150 These underpin the interlinkages between the SDG goals on gender equality (SDG 5) and affordable and clean energy (SDG 7). The intersection between the two SDGs shines the light on general gender issues that need to be addressed that includes the i) gendered impact of inadequate access to affordable source of electricity given women’s role in the home; ii) women’s role in transitioning to a greener energy sector; and iii) women’s participation, leadership, and voice in the sector. The COVID-19 pandemic highlights and magnifies the inequalities and the intersecting forms of discrimination that women and girls face, including in the energy sector. More than ever, integrating gender equality and ensuring women’s representation in COVID-19 response and economic recovery planning and decision-making in the energy sector needs to be emphasized. Energy response and recovery plans will need to mitigate gender -based vulnerabilities that are intensified by COVID-19. The vulnerabilities include women’s need for clean cooking solutions as exposure to air pollution can make COVID-19 worse; unaffordable cost of electricity for marginalized groups of women particularly those who have lost their jobs due to the pandemic; and women’s increased vulnerability to GBV. The latter requires access to protectio n messaging, and communication tools as well as better lighting in homes and public spaces – all energy-related deterrents to violence. Women need to be able to stay informed about measures and benefits being provided by national governments. Lack of electricity access can exclude women from the digital economy, at a time when COVID-19 requires participating in a digitized labor market given the increasing work from home mode for employment. With a lack of adequate broadband infrastructure and the electricity to power it, the ‘digital divide’ between the rich and poor, young and old, can exclude poor and older women from the internet and digital technologies that are quickly becoming prerequisites not only for attaining decent employment but also for cult ural and political engagement. 151 Distance learning, which is becoming more prevalent, relies on electricity access for internet connections as well as home lighting for study. 152 The care economy or the unpaid care and domestic work done by women in the home was characterized to be three times as much for women as men before the pandemic, according to the UN Women.153 As a result of the pandemic, this is further increasing due to the various restrictions, school closures, home schooling, heightened care needs of older and sick people, and more cooking being done at home. 154 150 Gender and the Environment, Building Evidence and Policies to Achieve the SDGshttps://w w w .oecd- ilibrary.org/sites/c7cbe91b-en/index.html?itemId=/content/component/c7cbe91b-en 151 Ibid. 152 https://globalgoalsproject.eu/globalgoals2020/w p-content/uploads/2020/06/Br iefing- Note- ENERGIA_Intersectionality- Gender- Energy- COV ID19.pdf 153 UN Women,2020. Gender Snapshot for the Philippines. 154 https://globalgoalsproject.eu/globalgoals2020/w p-content/uploads/2020/06/Br iefing- Note- ENERGIA_Intersectionality- Gender- Energy- COV ID19.pdf 187 Related to the global goal to slowly transition to green energy (SDG 7), women can play a key role as responsible consumers, particularly in the household, but also in business and policy making.155 Empowered women leaders in the energy sector could help accelerate the transition to a low-carbon economy by promoting clean energy and more efficient energy use. Thus, there is benefit to ensuring that the sector endeavors to guarantee equal opportunities for both men and women in the energy workforce. As will be shown in the data presented below, there seems to be notable improvement in women’s participation in labor and employment in the energy sector, including an increasing participation of women in leadership positions. Progress Towards Outcomes Towards improving women’s access to available energy sources particularly among rural households, the Department of Energy as of 2 nd quarter of 2020 reports a 95 percent electrification rate throughout the country. The National Power Corporation Small Power Utilities Group reports that as of early 2021, they have energized 2,833 barangays in remote and far-flung areas nationwide, equivalent to 868,397 households. Assuming an average of 2 women per household, approximately 1.6 million women were provided access to electricity services. These data are indicative of the increasing areas that are provided with unhampered energy supply and lighted streets in remote areas that help reduce incidence of crimes committed against women and children, particularly during the night. The NPC-Mindanao Generation Group supplies more than 50 percent of the power requirement of the entire Mindanao region. From the estimated 20 million population, about 49.6 percent (PSA, 2016) are women or approximately 9,920,000 individual women have been recently reached. During the COVID-19 emergency, government extended support to the poor segments of the population through a moratorium on the payment of electricity bills. The Bayanihan l aw mandates electric, water, telecommunications, and other utilities to implement a minimum of 30-day grace period for the payment of utilities falling due within the period of the enhanced community quarantine (ECQ) or modified ECQ without incurring inter ests, penalties, and other charges. Towards achievement of outcomes related to enhanced awareness of energy efficiency and conservation and safety practices on the use of energy products and services, the DOE GAD Focal Point System conducted Information, Education, and Communication campaigns on Energy Safety Practices and Efficiency Measures during the 2019 -2021 period. On women’s participation in the energy sector, the Table below shows encouraging development in the technical and managerial positions. There is a marked improvement in their representation in DOE’s science and technology staff positions and in the total number of PSALM personnel at 61 percent and 56 percent, respectively. Except for the NEA where there is no woman Board of Administrators at the top, and in PSALM’s technical/engineers position (17% female), women are starting to be well represented in the other agencies’ top management levels. 155 https://w ww.oecd-ilibrary.org/sites/c7cbe91b-en/index.html?itemId=/content/component/c7cbe91b- en#chapter-d1e18606 188 Women’s Representation in Managerial and Technological Positions in the Government Agencies Energy Sector, as of 2020 Agency Male Female % Female DOE: Number of Science and 113 176 61% Technology Staff Executive Committee 10 2 17% Management Committee 14 6 30% Division Chiefs 28 22 44% National Power Corporation: 1484 394 21% Total Number of Personnel 86 39 31% Managerial position National Electrification Agency: Board of Administrators 5 0 0% Executive Committee 2 3 60% Department Managers/OICs 12 13 52% Division Managers 8 16 67% TRANSCO: Workforce 198 151 43% Executives 2 2 50% Management Committee 9 5 36% Division Managers 12 9 43% PNOC: Engineers and Geologists 9 3 25% Supervisors/Managers, VP 3 2 40% Managers 10 6 37% Supervisors 10 7 41% PSALM: Total Number of Staff 111 144 56% Technical/Engineers 19 4 17% Women are also represented in important mechanisms in the energy sector including in the inter-governmental energy board, committee on energy and budget, Joint Committee on Power Commission, DOE consultation policy direction group, ERC hearings and consultations. The increasing participation and leadership of women in the sector seem to have been facilitated by the following initiatives: - Partnering with academic institutions to encourage female Grade 10 students to pursue careers in Geology and Chemistry (before they decide in Grade 11 which track to pursue in Senior Highschool) - Hiring by the National Electrification Agency of female engineers and other female workers for the implementation of the rural electrification program - Strictly adhering to the CSC Rules on Appointments and Equal Opportunity Principles; - Strictly implementing the Equal Opportunity Principle, and Merit and Fitness in selection, hiring and promotion of employees whether for plant or office -based facilities - Keeping and maintaining sex-disaggregated data personnel systems data to track sex ratio of staff and personnel 189 - Supporting the enrolment, training, and promotion of women in the fields of engineering and technology; - Supporting the hiring and training of women engineers, line worker s, and technical staff on grid intensification and renewable resource technology - Expanding opportunities and benefits for women by giving them positions, tasks, training, and other kinds of support to help them advance their careers in the sector - Equal opportunity in hiring, selecting, and promoting employees whether plant or office-based facilities, positions are open to both women and men. The enhanced representation and participation of women as stakeholders in energy development, utilization and conse rvation is the sector’s outcome statement that is focused on women constituents of the energy sector agencies. Towards this outcome, the DOE conducted public consultations involving women. Focused group discussions and meetings conducted in 2019-2020 were participated in by least 40 percent women. However, beyond the numbers, more information is required to inform the agencies whether and how this involvement of women resulted to any meaningful or qualitative measure of improvement. TRANSCO also mobilizes women from IP communities in the conduct of public consultations on energy programs and projects including campaigns on energy efficiency and conservation. Enhanced responsiveness of energy policies, plans, programs and projects to gender and development concerns. Towards this outcome, there is an on-going drafting of a legal framework for the data collection, processing, analysis and dissemination of Sex- Disaggregated Data to inform policy formulation and decision-making by the DOE and its attached agencies. Although outside of the reporting period, the DOE Renewable Energy Management Bureau in 2010-2013 had partnered with the Don Mariano Marcos State University Affiliated Renewable Energy Center on a project that was tagged as gender mainstreaming in renewable energy. Results of this initiative could help inform other mainstreaming efforts in the sector, particularly efforts related to renewable energy planning in the country moving forward. The DOE has also issued a Department Order in 2018 Reconstituting the Department’s Project Review Committee and providing guidance for compliance and use of the Harmonized Guidelines for Gender Responsive Project Development, Implementation, Monitoring and Evaluation in the preparation and submission of all project proposals under the Locally Funded Projects for proper attribution to the GAD Budget. Being a male dominated sector, issues of sexual harassment and other GBV are a concern of women in the energy sector. In this connection, the DOE GAD focal point conduct ed webinars on Basic Orientation on Anti-Violence Against Women Law as part of the 18-Day campaign on VAWC. At TRANSCO, officials and employees have consistently received trainings on the Anti-Sexual Harassment Act; the agency strictly implements the Anti-Sexual Harassment policy, and strengthens its Committee on Decorum and Investigation and grievance committees to provide proper forum for hearings on and resolution of sexual harassment cases; and ensures that energy-related industries are safe workplaces for women workers. The agency has a repository of all documents pertaining to the conduct of anti-sexual harassment webinars; develops and disseminates IECs on women’s laws; and intensifies GAD promotion and implementation through the agency’s GAD microsite. Efforts directed at increasing the GAD competencies and awareness of gender issues among energy agency/sector workers, including top management have contributed to the following assessment of the agencies’ level of competence based on the gender mainstreaming evaluation framework (GMEF). 190 • DOE: GMEF level 2 - Installation of Strategic Mechanisms • NEA: No assessment yet, continuing promotion of gender trainings and seminars for NEA and the Electric Cooperatives • PSALM: GMEF level 3 – Gender Responsive TRANSCO: GMEF Level 2 – Installation of Strategic Mechanisms • NPC: Reconstituted NPC-GAD Focal Point System Committee and Technical Working Group due to retirement of Chairperson and several members, and creation of Local GFPS for Small Power Utilities Group and Mindanao Generation Group 191 CHAPTER 12: ENERGY Overall Strategic Outcomes: Improved access to available energy sources among rural households; reduced gap in the employment of women and men in the energy sector; safe and healthy work conditions for women in the sector; and, improved representation of women as stakeholders and decision-makers in energy development Gender Issue Outcome/ Outcome/ Result Strategy Responsib Statement Result le Agency Statement Indicator Baseline Target

1. Lack of Improved Percentage of As of end of 2017, out of the 23.716 million households Total Fast track the Department access to access to households with (HHs) in the country, 20.936 million HHs have Electrification by implementation of total of Energy clean available energy access to clean, electricity156 or a country wide level of 88.3 percent 2022 (based on electrification program (DOE) energy sources among safe and 2015 Census of in grid and off-grid products rural sustainable By geographical location: Population) areas and ensure that National and services households energy sources ● Luzon – 94.8 percent HHs these programs Electrificati puts greater leading to by geographical ● Visayas – 88.2 percent HHs 100% household respond to gender on burden on shorter time location ● Mindanao – 70.8 percent HHs electrification in concerns in the Administrati women and spent by women off grid areas by communities through on (NEA) girls and children Proportion of DU* (in HH Served Unserved HH 2020. the following: including collecting fuel population with millions pop’n HH HH electrifi ● Policy issuances National exposing wood and lower primary reliance HHs) cation ● Efficient monitoring Power them to incidence of on clean fuels and level Philippine Energy and database Corporation pollution health problems technology (%) Plan 2017-2040 management -Small and health (Philippine SDG 121 ECs 14.59 12.19 2.39 83.6% Power issues Indicators and MERALCO 6.98 6.82 0.16 97.7% Implementation of the Utilities Targets) Other 2.14 1.92 0.22 89.07% following programs: Group D.U.s ● Grid electrification (NPC- Proportion of Philippines 23.72 20.94 2.78 88.3% ● Barangay Line SPUG) population with Enhancement access to Program (NEA) Local electricity ● Sitio Electrification government (Philippine SDG Program (SEP) units (LGUs) 156Based on DDP 2018-2027 by DUs. Source: https://w w w.doe.gov.ph/sites/default/files/pdf/ announcements/e_bs_epimb_01_total_electrification_by_2020.pdf Note: Need to come up with sex-disaggregated data to surface information on power access of female-headed and male-headed households. 192 Gender Issue Outcome/ Outcome/ Result Strategy Responsib Statement Result le Agency Statement Indicator Baseline Target Indicators and 2011 Household Energy Consumption Survey ● ER 1-94 Targets) (HECS)157 Electrification Fund Power Type of Fuel 2011 2004 Program158 Sector Total Number of 20,969 16,974 Assets and Households (In Off-grid electrification Liabilities thousands) ● NEA and DOE-PV Manageme Electricity 87.2 87.6 Mainstreaming nt Corp. LPG 41.2 52.1 Program (PVM)159 (PSALM) Kerosene 34.3 56.1 ● Qualified Third Party Gasoline 23.6 11.7 (QTP) Program160 Diesel 4.9 3.3 ● Missionary Fuelwood 54.2 55.1 Electrification (NPC- Charcoal 36.4 34.2 SPUG) Biomass residues 22.3 18.7 Implement gender- Biogas * (less than 0.2 responsive strategic 0.1%) interventions, programs and projects to support households in their shift to clean fuels Capacity building programs for women and men stakeholders to access sustainable energy sources 157 Available HECS data w ere conducted for the years 1989, 1995, 2004 and 2011 according to the PSA. 158 Provision of electrification projects leading to 100% electrification of Host Communities. 159 Provision of individual PV SHS to off -grid/unviable areas. Source: https://w ww.doe.gov.ph/sites/default/files/pdf/announcements/e_bs_epimb_01_total_electrification_by_2020.pdf 160 Provision of Generation to Distribution services to areas deemed unviable and w aived by the distribution utilities (DUs). Ibid 193 Gender Issue Outcome/ Outcome/ Result Strategy Responsib Statement Result le Agency Statement Indicator Baseline Target

2. Limited Enhanced Percentage of 57% of women and 43% of men trained on energy- 40-60% Intensify consumer DOE- knowledge awareness of women and men efficiency, conservation and safety practices on the distribution awareness on safe CWPO and energy capacitated on use of energy products and services according to DOE and efficient energy DTI-CPG awareness efficiency and energy-efficiency, GAD Accomplishment Report (AR) 2014-2018 IEC on products and services, ERC on the safe conservation conservation, and Energy Safety Practices and Efficiency Measures particularly in the rural NEA usage of and safety safe practices on (ESPEM). areas, in partnership through energy practices on the the use of energy with consumer welfare ECs products use of energy products and agencies such as the and services products and services DTI services Number of Sustain the gender-sensitive implementation of IEC IEC materials programs and ensure developed and that they are gender- disseminated on responsive: the safe and ● Safe LPG efficient use of Campaigns (Ligtas energy products na Paggamit ng and services LPG) ● Other IEC campaigns on traditional fuels, biofuels (i.e., biodiesel and bioethanol), auto- LPG, compressed natural gas (CNG), and liquid natural gas Continue to include gender related topics in pre-membership seminars conducted 194 Gender Issue Outcome/ Outcome/ Result Strategy Responsib Statement Result le Agency Statement Indicator Baseline Target by Electric Cooperatives for their Member-Consumer- Owners (MCOs)

3. Poor and Decrease in Proportion of No official data available. However, Social Weather Increased Fast track the DOE unreliable incidence of population who Station (SWS) 2016 public safety survey results on the perception of implementation of Sitio NEA quality of crimes feel safe walking question: “In this neighborhood, people are usually being safe (whole Electrification Program ERC power committed alone around the afraid to walk the streets at night because it is not country measure) (SEP). LGUs supply (in against women area where they safe” presents that: public and children live161 Fast track the places) due to unlighted “The feeling that it is unsafe to walk in the implementation of the contribute to streets or neighborhood at night predominates everywhere, most Strategized Total girls and prolonged of all in the NCR. Next is the Visayas, and then the Electrification Program women power outages Balance of Luzon. Mindanaoans are best off, being (STEP) which includes suffering evenly divided on feeling that their neighborhood is the Expanded from safe at night. Split opinions are also found among the Household increased ABC classes and among college graduates, who Electrification Program crime and presumably reside in safer, better-policed, locations.” (Expanded HEP) of violence (Mangahas, 2016)162 the NEA Integrate gender considerations in the implementation and monitoring of energy projects. Partnership with concerned LGUs for the energy security 161 No data for this indicator is currently available. This is an SDG Global Indicator. This is not found in the Philippine SDG indicators and Targets. 162 Mangahas, Mahar. Surveys of Public Safety. 2016. https://w ww.fef.org.ph/mahar-mangahas/surveys-of-public-safety/ 195 Gender Issue Outcome/ Outcome/ Result Strategy Responsib Statement Result le Agency Statement Indicator Baseline Target and safety of communities.

4. Underrepres Increased Sex ratio of Employed Persons by Major Industry Group and Sex 50% of job Develop and DOE entation of participation of occupations in Philippines: 2012-2016 (In Thousands)163 opportunities in implement affirmative NEA women in women in the energy-related energy-related measures on hiring, ERC the energy energy sector industries or fields Electricity, Gas, Steam and Air Conditioning Supply industries or fields selection and TRANSCO sector Water Supply; Sewerage, Waste Management and are occupied by promotion of women in DOST Reduced gap in Remediation Activities women (2025) energy occupations CHED the employment 2012 2013 2014 2015 2016 of women and Both 89 94 86 83 91 Support the enrolment PNOC: men in the Sexes of women and girls, Attached energy sector Men 73 80 73 68 73 including promotion of Agencies Women 17 15 13 15 18 their employment in engineering and Attached Professional, Scientific and Technical Activities* technology disciplines, Corporation 2012 2013 2014 2015 2016 including those in s Both 189 194 209 208 213 STEAM Sexes Men 103 101 110 105 107 Undertake study on Women 86 93 98 103 106 sex ratio of occupations in energy- *Might include other professional and technical related industries and activities not related to the Energy sector. fields Support the hiring and training of female engineers, line workers, and technical staff on grid intensification and 163 2017 Gender Statistics in Labor and Employment. Table 3.8 - Employed Persons by Major Industry Group and Sex, Philippines: 2012-2016. P. 11-12. Source: http://psa.gov.ph/sites/default/files/attachments/ird/specialrelease/2017%20Gender%20Statistics%20on% 20Labor%20and%20Employ ment%28GSLE% 29%20publication.pdf Retrieved on September 7, 2018. 196 Gender Issue Outcome/ Outcome/ Result Strategy Responsib Statement Result le Agency Statement Indicator Baseline Target renewable resource technology as well as in plant or office- based facilities Provision of facilities to secure health and security of women and men field workers Strict implementation of Equal Opportunity Principle, and Merit and Fitness in selection, hiring and promotion of employees Policy issuance mandating equal representation of men and women in technical positions

5. Limited Enhanced Percentage of No official data available; however, there are studies To be determined Enhance the DOE visibility of representation women and confirming public sector consultations. participation and NEA women, as and participation women’s groups representation of ERC a group, in of women as in public DOE conducts year-round public consultations on women in [energy] TRANSCO public stakeholders in consultations and various energy issues and concerns. Monitoring of decision-making PSALM consultation energy decision-making female participants is done through the DOE s and limited development, attendance sheets, which have a column on sex Mobilize women and influence on utilization and classifications. women’s groups energy conservation including IPs to participate in public 197 Gender Issue Outcome/ Outcome/ Result Strategy Responsib Statement Result le Agency Statement Indicator Baseline Target decision- bodies concerning consultations on making energy matters 164 energy programs and projects including Percentage of campaigns on energy energy sector efficiency and consultations conservation conducted by duty bearers that are Issuance of policy by participated the DOE to mandate equitably by the submission of women workers project proposals that and employees identify sex- and women’s disaggregated data of groups public consultation participants Percentage of women IPs participating in consultative activities to obtain free and informed prior consent

6. Limited Enhanced Number of GAD strategic framework and tool for mainstreaming Philippine Energy Improve the collection DOE gender responsiveness policies and gender in the energy sector developed by DOE in 2015 Plan 2012-2030 of sex-disaggregated NEA responsiven of energy plans, with gender mainstreamed data and gender- ERC ess of policies, plans, perspective with gender related indicators TRANSCO energy programs and developed and perspectives by concerning energy Other policymakin projects of implemented 2022 (mid-term) development, concerned g gender and utilization and agencies development conservation concerns 164 NCIP to include the number of sector consultations conducted w ith IPs to consult them on big-ticket energy projects, particularly in obtaining the free and prior informed consent (FPIC) of indigenous cultural communities. 198 Gender Issue Outcome/ Outcome/ Result Strategy Responsib Statement Result le Agency Statement Indicator Baseline Target Adopt GAD mainstreaming as a cross-cutting concern in energy sector planning, policymaking Institutionalize the use of GAD Checklist in evaluating the gender- responsiveness of locally funded and foreign-assisted energy projects

7. Limited Increased Percentage of As of end of 2017, one out of 11 members of the DOE Gender balance Propose affirmative DOE gender representation management and Executive Committee (Undersecretaries and Assistant (or 40% 165) in action measures to NEA balance in of women in the decision-making Secretaries); 9 out 20 members of the DOE management and accelerate women’s ERC the management posts in energy Management Committee (Bureau and Asst. Bureau decision-making representation in TRANSCO managemen and decision- agencies Directors, Service and Field Office Directors posts attained management and PSALM t and making posts of occupied by ● Regular Division Chiefs 41: F 15, M 26 decision-making posts, Other decision- energy agencies women ● OIC Division Chiefs 8: F 5; M3 including technical concerned making of posts agencies energy agencies Provision of trainings/education for professional advancement

8. Lack of Increased Level of gender Level 2 or Level 3 – GMEF level of DOE in 2015 Maintain Level 3 Sustain capacity DOE awareness awareness of awareness/knowl or better building on gender and NEA of gender gender issues edge and gender development ERC issues among energy sensitivity of men TRANSCO among agency/sector and women PSALM 165Based on the gender balance target set by the Magna Carta of Women Implementing Rules and Regulations (MCW-IRR). 199 Gender Issue Outcome/ Outcome/ Result Strategy Responsib Statement Result le Agency Statement Indicator Baseline Target employees workers, officials and Institutionalize GAD Other and including top personnel in the policies, programs, concerned consultants management energy sector, tools and frameworks agencies in the e.g. energy on gender energy Increased agencies mainstreaming sector knowledge and skills of energy Level of agency competency of employees and energy-related top agencies on the management on application of the application gender of GAD tools in mainstreaming policymaking, framework, planning, and processes, tools budgeting. and instruments Enhanced Proportion of gender- energy sector responsiveness agencies that of energy increased their policies, organizational programs, and GMEF levels projects as a within a given result of timeframe enhanced GAD competencies 200 STRATEGIC GOAL AREA 6 Enhanced Women’s Participation, Leadership and Benefits in Politics and Government Service 201 CHAPTER 13 WOMEN AND POLITICS Women’s right to participation and representation in all spheres of life is vital in fully realizing their role as agents and beneficiaries of development. Women comprise half of the country’s population, and yet they hold only about one-fifth of government elected positions. Politics is a sector which has always been dominated by men. It is just recently that an increasing number of women is showing models of effective leadership, and which could only positively influence more women to enter politics. Globally, among the countries that have achieved significant results in curbing the surge of COVID-19 cases are led by women. 166 Early research done by a team of economists and published by the Center for Economic Policy Research and the World Economic Forum167, suggests that countries led by women had “systematically and significantly better” COVID-19 outcomes. To some extent, the researchers claim that this may be explained by the proactive policy responses the women leaders adopted. Even accounting for institutional context and other controls, being female led has provided countries with an advantage in the COVID-19 crisis. Examining what is already known about the gender differences in behavior (i.e., in leadership style and risk-taking or risk aversion) from a variety of disciplines gave the researchers some insights into the observed differential behavior of female and male leaders in tackling the current pandemic and in producing better outcomes. While the country has made great strides in promoting and increasing women’s political participation, with two women having held the highest position in government as President, the proportion of women in politics is still below the 30 percent “critical mass”, which scholars identify as the minimum percentage necessary for a minority group to be able to influence decision making. In the 2019 national and local elections, only 20 percent (4,180) of the elected candidates were women. 168 The prevailing patriarchal norms and values, and gender stereotypes continue to impede women’s representation in politics. The view that politics is the realm of men while women remains to be viewed as weak, emotional and indecisive discourage voters fro m voting for women candidates. There is also the perception that male candidates are more likely to be elected, hence, political parties would usually prefer to finance their electoral campaigns over women candidates. The constraints that hinder women’s political participation are many and multi-faceted and calls for the adoption of temporary special measures to facilitate and accelerate women’s entry into politics. Some of the widely acceptable strategies include the adoption of a gender quota system. The Philippines Magna Carta of Women provides the wide-ranging requirement for women to be represented in all decision-making bodies including in politics. However, more than the numbers and equally important is building the capacity and enhancing women’s confidence, leadership, and decision-making in influencing policy discussions and in setting the agenda in those discussions. In addition, voters’ education must include addressing the myths about women’s weaknesses as political leaders. 166 Much has been w ritten about w omen heads of state of the follow ing countries w hich have w aged successful containment and management of the COVID-19 pandemic: New Zealand, Taiw an, Iceland, Germany, Denmark, Norw ay, Finland. 167 https://voxeu.org/article/w omen-leaders-are-better-fighting-pandemic 168 COMELEC. Number of Candidates and Elected Candidates per Elective Position by Sex (May 13, 2019 National and Local Elections). Data provided to PCW on October 19, 2021. 202 The exemplary leadership that has been shown by women heads of state in the current pandemic augurs well for changing traditional beliefs and misconceptions about women’s capacity for leadership. Progress Towards Outcomes Towards improved women’s representation in politics, the COMELEC and its regional offices continued undertaking various Gender Sensitivity and Inclusivity Seminars (GESIS, formerly referred to as Women in Elections Seminar via online platforms. COMELEC has also utilized the power of social media by publishing various Information, Education, and Communication materials to increase public awareness on the importance of diversity in politics and to educate and encourage young voters to register and exercise their right. The Philippine Information Agency (PIA) also produced and published online press releases on voter’s registration and helped COMELEC advisories and releases to reach a wider audience by publishing them via the PIA website, e-publication of partners and PIA e- magazine (through Bullet.line; https;//issuu.com). Meanwhile, the House of Representatives reactivated their GAD Focal Point System and conducted various Gender Sensitivity Training for its employees. Through their efforts, HB 7179 was approved in the Committee on Women and Gender Equality. The bill mandates political parties to craft and implement a clear women and gender and development agenda and program consistent with their party philosophy and ideals; and reiterates the required women’s representation in political parties (leadership and candidates) to be aligned with the MCW provision, wherein the percentage of either men or women shall not be less than forty percent (40%) nor more than sixty percent (60%). The House of Representatives also conducted seminars and webinars about women leaders, an all-women session during women’s month (wherein women assumed key positions in the House to lead discussions) and launched and distributed the “How to be a Gender -Responsive Legislator” handbook to members of the House, in partnership with the Philippine Commission on Women. As voters, Filipino women are showing a high level of participation. Political analysts note that if there is a way to harness this into a “women’s vote”, women can be a formidable political force. In the senatorial election in 2019, 51 percent of the 62 million who registered were women; and of the 47 million who voted, 76.5 percent were women. 169 Priority gender issues, outcomes, and strategies for the remaining period of the Plan remain unchanged. However, given the risks that have been exposed by the COVID-19 crisis on women’s political inclusion, analysis and policy briefs have been published to help countries systematically push for gender-inclusive institutional and policy reforms to ensure that gains so far achieved in women’s political participation are not reversed. Key Strategies Gender Issue Strategies Women continue to be • Undertake temporary special measures and make the disproportionately necessary electoral reforms in order to create a more represented in elected enabling environment for women’s political participation positions and in political and representation parties and organizations 169 Civil and Political Rights Caucus organized by former CHR Chair Etta Rosales for the 1sambayan Women’s Tow nhall Meeting for the 2022 national and local elections. 203 Gender Issue Strategies • Create a platform for dialogue with political parties to promote awareness on the issues of women and politics, as well as advocate the inclusion of women in their party membership, hierarchy and electoral nominating processes. • Encourage political parties to make dedicated funding available to female candidates and encourage party leaders to ensure gender balance when recruiting qualified female candidates. Prevailing norms, values • Create a network of support from media, CSOs, and private and gender stereotypes sector which will advocate for the inclusion of women and hinder women from gender equality in political party platforms. successfully entering politics. • Encourage CSOs and WROs to support qualified female candidates • Strengthen and support feminist networks with whom women candidates could have continuing dialogues; having women in decision making bodies alone is not sufficient to ensure gender-sensitive policies - female and male politicians need to be informed by and accountable to gender and social justice movements and networks. • Address women’s security needs in the context of the documented increase in gender-based violence during the pandemic and heightened risks of overall insecurity, additional measures are needed to ensure the security of female political leaders and advocates both offline and online. • Develop IEC materials to increase awareness and correct prevailing norms and gender stereotypes that deny the recognition of women’s rights and capacity to assume leadership and decision-making roles and, ultimately, hamper their participation in political processes. • Strengthen voters’ education programs to intensify focus on GEWE and how women help in agenda-setting that is more reflective of women’s and men’s experiences and priorities • Mobilize local officials in advocating for better representation of women in politics Lack of opportunities for • Develop a platform to synchronize programs for building most women to develop leadership skills of women in close collaboration and knowledge and skills in partnership with political parties, CSOs and local politics and governance government leagues and associations 204 Gender Issue Strategies • Advocate with political parties to give women potential candidates equal exposure during political processes and activities. 205 CHAPTER 13: WOMEN AND POLITICS Overall Strategic Outcome: Improved enabling environment for women to vote, campaign, hold political office and speak out on behalf of their constituents, supported by a changing culture that values women’s participation and contribution to good governance through politics Gender Outcome/ Outcome/ Result Strategy Responsible Issue Result Agency Statement Statement Indicator Baseline Target

1. Women Improved Percentage of 2016 Number of Elected Candidates per 40-60% for either Undertake COMELEC continue representatio women in Elective Position by Sex sex (wherein temporary special to be n of women in national and National Position – 28.77% neither sex measures and Central disproport politics local elective President –0 comprise less than make the office ionately positions Vice-President – 100% 40 percent nor necessary and represent Senate – 16.67 % more than 60 electoral reforms Region ed in Party-List Representation – 30.51% percent of the total in order to create a al elected number) more enabling Offices, positions Local Positions – 21.42% (excluding environment for LGU, and in ARMM) women’s political DEPED political House of Representatives – 28.57% participation and , SUCs parties Governor – 23.46% representation and Vice-Governor – 18.52% organizati Member, Sangguniang Panlalawigan – 19.85% Create a platform ons Mayor – 23.07% for dialogue with Vice-Mayor – 19.65% political parties to Members, Sangguniang Panlungsod/Bayan – promote 21.40% awareness on the issues of women ARMM Elections – 15.38% and politics, as Regional Governor – 0 well as advocate Regional Vice-Governor – 0 the inclusion of Member, ARMM Regional Assembly – 16.67% women in their party membership, Percentage of National Elections 40-60% for either hierarchy and women candidates Senate – 16.67% (2 out of 12) electoral nominating vis- a-vis share in Party-List Representation – 30.51% (18 out of national and local 59) processes. elective positions (BPfA Core GAD – Local Elections Tier 1) 206 Gender Outcome/ Outcome/ Result Strategy Responsible Issue Result Agency Statement Statement Indicator Baseline Target House of Representatives (district seats) – 28.57% (68 out of 238) Local government – 21% (3,784 out of 17,746 excluding ARMM) Percentage of Number of Candidates by Party Affiliation 40-60% for women members National Elections – 11 out of 177 either sex and leaders in Local Elections – 8, 643 out of 44,619 political parties (MCW 14 –Tier 2) Percent of To be determined To be determined political parties with expressed agenda for gender equality and women’s empowerment

2. Prevailing Increased Number of To be determined To be determined Create a COMELE norms, awareness women’s groups network of C, DILG, values of the public, organized and/or support from and men and strengthened to media, CSOs, Dep gender women, on the lead in and private Ed, stereotyp importance of transformative sector which will SUC es diversity or politics at the advocate for the s hinder having the local level inclusion of women perspectives of [DILG to provide women and from both men and baseline] gender equality successfu women in in political party lly politics platforms. entering politics. Encourage CSOs and WROs to support qualified female candidates 207 Gender Outcome/ Outcome/ Result Strategy Responsible Issue Result Agency Statement Statement Indicator Baseline Target Strengthen and support feminist networks with whom women candidates could have continuing dialogues; having women in decision making bodies alone is not sufficient to ensure gender- sensitive policies - female and male politicians need to be informed by and accountable to gender and social justice movements and networks. Address women’s security needs in the context of the documented increase in gender-based violence during the pandemic and heightened risks of overall 208 Gender Outcome/ Outcome/ Result Strategy Responsible Issue Result Agency Statement Statement Indicator Baseline Target insecurity, additional measures are needed to ensure the security of female political leaders and advocates both offline and online. Develop IEC materials to increase awareness and correct prevailing norms and gender stereotypes that deny the recognition of women’s rights and capacity to assume leadership and decision-making roles and, ultimately, hamper their participation in political processes. Strengthen voters’ education programs to 209 Gender Outcome/ Outcome/ Result Strategy Responsible Issue Result Agency Statement Statement Indicator Baseline Target intensify focus on GEWE and how women help in agenda- setting that is more reflective of women’s and men’s experiences and priorities Mobilize local officials in advocating for better representation of women in politics

3. Lack of Local and Presence of RA 9710: Magna Carta of Women, Section To be determined Develop a COMEL opportunit national national and local 11: Women’s Participation and platform to EC PCW ies for organizations policies providing Representation synchronize most value and women equal programs for women to include opportunities to be RA 8371 provides that at least 2 of the 7 building develop women in represented in Commissioners of the National leadership skills of knowledg governance local, sub- Commission on Indigenous Peoples women in close e and structures national, national (NCIP) shall be women. collaboration and skills in and and international partnership with politics mechanisms governance RA 9997 specifies that one of the 9 full- time political parties, and enabling bodies members of the National Commission on CSOs and local governan them to Muslim Filipinos shall come from the women government ce exercise their sector. leagues and voice associations For local elective positions, the Local Government Code (R.A. 7160) provides that Advocate with local legislative bodies – the Sangguniang political parties to Panlalawigan (Provincial Council), give women 210 Gender Outcome/ Outcome/ Result Strategy Responsible Issue Result Agency Statement Statement Indicator Baseline Target Sangguniang Panlunsod (City Council) and potential the Sangguniang Bayan (Municipal Council) candidates equal – shall each have 1 sectoral representative exposure during from the women sector. political processes and activities. Number of NGAs To be determined To be determined with capacity building programs to strengthen women's leadership capacity 211 CHAPTER 14 WOMEN AND THE CIVIL SERVICE Across the globe, women are at the helm of institutions carrying out effective and inclusive COVID-19 responses, from the highest levels of decision-making to frontline service delivery.170 Countries that are led by women such as Taiwan, New Zealand, Denmark, Finland, Iceland, Germany, and Slovakia have been internationally recognized for the effectiveness of their response to the pandemic. These women leaders were proactive in responding to the threat of the virus, immediately implementing physical distancing restrictions, seeking expert and science-based advice to inform health strategies, and unifying the country around a comprehensive response with transparent and compassionate communication. Women’s leadership during the pandemic response adds to the body of knowledge that supports the idea that having women at the top is good for everyone. This has been the advocacy for decades, that the presence of women leaders in national, local and community level governance leads to an increase in policy making that advances rights, promotes equality, and improves quality of life for those who are overlooked or marginalized in society. In the Philippines, women in the government service have also exhibited and been recognized by the CESB awards program for excellence and capacity as public managers. This chapter of the GEWE Plan takes the example shown by women in leadership positions as a rallying point to further push and ensure balanced representation of women and men in decision-making bodies, inclusion of their expertise, and funding for gender -responsive interventions in development planning, and particularly during the recovery period following the pandemic. Progress Towards Outcomes Given the COVID-19 crisis and the need to address government-wide concern about changes in the regular planning, budgeting, and reporting related to gender and development, the Philippine Commission on Women issued guidance to all national government agencies and instrumentalities to calibrate existing GAD plans and budgets to give priority to gender issues that arise from the pandemic. The memorandum circulars cover GAD programs, projects and activities including gender equality issues among government workers (organization -focused): ✓ Memorandum Circular 2020-03: Adjustment and/or Implementation of the FY 2020 GAD Plan and Budget (GPB) in view of the COVID-19 Situation enjoining government agencies and instrumentalities to review and revise, as necessary, their FY 2020 GPB to implement GAD programs, projects and activities that address gender equality issues and concerns that arise from the pandemic. ✓ Memorandum Circular 2020-05: Preparation and Online Submission of Fiscal Year (FY) 2021 Gender and Development (GAD) Plans and Budgets which require government agencies to prioritize addressing gender issues brought about by the COVID-19 pandemic that are within their respective mandates as part of their FY 2021 GPB. Women’s representation in decision-making in the public domain remains uneven with very low 9 percent representation in the Cabinet but close to target and within t he gender equal proportion of between 40-60 percent for either sex. There is a long way to go before achieving the target for women Supreme Court justices, however, the numbers are already above target for women judges in the Lower Courts. 170 https://w ww.unwomen.org/en/digital-library/publications/2020/06/policy-brief-covid-19-and-w omens-leadership 212 Targets % Women, % Women, % Women, Remarks 2019 2020 2021 By 2025, at least 9% 9% 9% 2 out of 22 (DepEd, 40% women in the DOT) Cabinet/Line Departments at least 50% women 42% 43% 43%171 Source: CESB in the Third Level Male: 1,126 Male: 1097 Male:1132 positions by 2025 Female: 817 Female: 815 Female: 843 at least 40% women - - 21% Source: Justices in the 3 out of 14 https://sc.judiciary.gov. Supreme Court by ph/justices/ 2025 at least 50% women 49% 53% - Judges in the Lower Male: 924 Male: 938 Court by 2025 Female: 971 Female: 1,068 Women in the Civil Service, CSC, 2019 Level and Rank Women Men % Women Career positions 799,820 742,071 52% First Level 140,133 256,275 35% Second Level 659,687 486,796 58% Third Level172 1,126 817 42% Non-Career 79,704 107,046 43% Co-terminus positions 13,497 20,873 39% Casual employees 39,784 55,804 42% Contractual 22,105 14,441 60% Elective Positions 4,318 15,928 21% The Career Executive Service Board has noted a slight increase in the number of women in the third level, from 42 percent in 2019 to 43 percent in 2020 an d 2021. These are the middle management positions composed of Career Executive Service Officers (CESOs), Career Executive Service Eligible (CESEs), and Career Service Executive Eligible (CSEEs). The number of women in the third level vis-à-vis the number of men, slightly increased from 2016-2017 but fell back down and even got lower than the 2015 proportion by the end of 2019. Recognizing that at the end of the day, appointment to T hird Level positions in government is done by the President, the CESB understands that they need to ensure that both women and men are given equal opportunity to be an eligible and thus qualify for permanent third level positions through its four-stage eligibility process which is open to everyone meeting the 171 as of August 2021 172 Data source: CESB 213 qualifications, and where women have been observed to perform well. The other route where women is given equal chances is through the Executive Placement Program for the career executive service eligible. During the reporting period, the following policies beneficial to women in government service were issued: ➢ CSC Resolution No. 2000912, Guidance on alternative working arrangement that provides for pregnant women and nursing mothers, PWDs to be among those employees who shall be on work-from-home arrangement. ➢ Rules and procedures for availing of maternity leave, paternity leave, adoption leave, and other leave privileges for civil servants. ➢ CSC Resolution No. 2100020 amending the Omnibus Rules on Le ave (CSC Memorandum Circular No. 41, s. 1998, as amended) to align its provisions with Republic Act 11210 or the “105-Day Expanded Maternity Leave Law” and its implementing rules and regulations; followed by a clarificatory note which allowed for retroactive application of the maternity leave benefit, stating that female employees who were qualified to receive such benefit beginning 11 March 2019, or the effectivity date of RA 11210, but were granted less than 105 days, may resume their remaining maternity leave and receive the equivalent pay. Noted to have facilitated the continuing progress in gender equality and gender mainstreaming capacity development of the government is the CSC partnership with Australia Awards and Alumni Engagement Program in the Philippines. The program delivered a short course on Gender, Equity, Disability and Social Inclusion (GEDSI) mainstreaming to key Philippine civil service agencies from June 2020 to March 2021. The course was designed to improve the competency of participants and improve GEDSI outcomes of their respective agencies. Since its launch, the course has been equipping participants with knowledge and tools to lead change in a public sector context and implement effective GEDSI mainstreaming policies and action. Course participants described the course to have equipped them with a deeper understanding of the importance of working towards inclusive development that leaves no one behind, particularly as the country recovers from the pandemic. Women exemplars in the public service abound. An example is featured in the boxed story below lifted from the Public Manager, the official newsletter of the Career Executive Service. 173 DOLE Director Dominique Tutay Hailed as Career Executive Service VIP Awardee Continuously proving to everyone that women are strong contributors to our society, Department of Labor and Employment Director IV Dominique R. Tutay, CESO III was conferred the Career Executive Service Very Innovative Person award. Director Tutay rose from the ranks and was appointed Director IV in 2008. She now heads the Bureau of Local Employment which is responsible for promoting full employment through facilitation of the access of jobseekers to employment opportunities. Given the country’s high youth unemployment and the slow school-to- work transition period, she collaborated with the Government of Canada and the Asian 173 The Public Manager, Officail New sletter of the Career Executive Service chrome- extension://efaidnbmnnnibpcajpcglclefindmkaj/view er.html?pdfurl=https%3A%2F%2Fw w w .cesboard.gov.ph%2F 2018%2FPublic%2520Documents%2FPublic%2520Manager%2F2017%2F3rd.pdf&clen=10072002&chunk=true 214 Development Bank in developing the JobStart Philippines Program which enhances employability of “at risk” youth to improve their integration into produ ctive employment. Through her leadership and cooperation, the program achieved a 78 percent placement rate; shortened the job-search period to about four to five months as opposed to one to four years based on a study conducted by the ADB; mobilized funding for the program (budget already included in the General Appropriations Act even prior to the passage of the JobStart Act, with additional grant from the Canadian Government); and increased youth beneficiaries to 4,600. She also pushed for the passage of Republic Act No. 10869 or the JobStart Philippines Act that would ensure continuous implementation of the program. A passionate advocate and a proactive leader, Director Tutay also led the transformation of the two-decade old Philippine Labor Market Information System (LMIS) to PhilJobNet which now serves as the main platform for job-skills matching in the labor market. She is also recognized for developing and operationalizing the Community-Based Employment Program (CBEP) Online Monitoring and Reporting System which captures jobs generated from projects funded by national government agencies, government owned-and-controlled corporations, and government financial institutions. Director Tutay’s trailblazing career in DOLE not only provides inspiration to the agency’s employees but also to all women leaders who make a difference. The Department of Foreign Affairs by end of 2020 had a slightly higher women staff (54%) but women in top management remains at a much lower 38 percent. As of end of 2019 , the DFA had achieved gender balance in six Foreign Service Posts and 28 Posts had achieved the MCW requirement of a 40-60 proportion between women and men. In 2020, women were well represented in the Foreign Service Officers pool. Foreign Service Officers, DFA, 2020 Level Male Female I 60% 40% II 48% 52% III 45% 55% IV 38% 62% The DFA identifies several initiatives that seem to be helping the agency comply and achieve results related to the requirements of the Magna Carta of Women. One of these is their GAD Agenda 2019-2022, with an emphasis on Organizational Development to implement and monitor initiatives in strengthening the capacities of men and women personnel in ensuring that gender mainstreaming is in place. Aligned with the Civil Service Commission principles of merit and fitness, and the Magna Carta of Women goals of providing women with equal employment opportunity, DFA ensures that hiring and promotion are open to all qualified and interested applicants, regardless o f age, gender, civil status, disability, religion, ethnicity, social status, or other similar factors. The department also continues to run various GAD training/seminars for top management and women officers to increase their gender sensitivity and enhance their skills in gender mainstreaming. Foreign-funded programs on women leadership have also been helpful, as well as the publication of Women in Diplomacy Book in October 2019, which highlighted the 215 experiences and stories of remarkable women ambassadors in the Foreign Service, providing good models for women in the department. Compared to its 2018 baseline data, the Commission on Audit sustained the proportion of its female personnel from 2019 to 2021 to an annual average of 64.5 percent overall; second level positions at 66 percent; and first level position at 45.5 percent. COA has successfully surpassed the national target of 50 percent women in third level position in the career service. Classified according to technical positions, the annual average for the 4-year period (12018- 2021) shows that COA is a big employer of women, except among engineers: Accountancy 79% Female Certified Public Accountant 68% Female Engineer 25% Female IT Officer 41% Female Lawyer 52% Female Towards maximizing the potential of women in government service in achieving gender- responsive governance, the PCW continuously build its network of GAD resource pool members from across the government, including academic institutions, LGUs, and women NGOs. Members of the pool who are from the government are indicated in the table below. Number of National GAD Resource Pool Members in the Government Service, PCW 2019 2020 2021 Classification Total: 90 Total: 76 Total: 67 By Sex Female 73 (81%) 60 (79%) 51 (76%) Male 17 (19%) 16 (21%) 16 (24%) By Sector Members from National Government Agency 47 39 32 Members from State University and College 30 26 26 Members from Local Government Unit 13 11 9 By Level of Positions 1st level position in civil service 1 0 0 2nd level position in civil service 74 64 50 3rd level position in civil service 11 10 9 Non-career service 4 2 2 The other mechanism that is in place and is key to achieving gender responsive governance is the GAD Focal Point System. While a good number of them have submitted their profiles to the PCW, 57 in 2018, and 107 in 2020, an assessment as to their functionality has not been done and will need to be undertaken to learn lessons that will inform how they might be strengthened and made more effective moving forward. The figure below shows the distribution of the GFPS Executive Committee, Technical Working Group, and Secretariat according to sex. A positive observation is the fact that at the ExCom level there is almost an equal number of men and women. This works well given that gender mainstreaming in the government needs to be pushed by both women and men. As in any other governance mechanism, an equal representation of the sexes across the levels of the Focal Point system is ideal. 216 Figure 6. Towards passing the Women’s Priority Legislative Agenda (WPLA), only two of the 12 listed priorities have so far been passed in the 17 th Congress. These are: RA 11210 or the “105-Day Expanded Maternity Leave Law” and RA 1313 or the “Safe Spaces Act” which expands the Anti-Sexual Harassment Law. The remaining 10 proposed legislative measures have been carried forward to the 18th Congress. The proposed bill to Amend the Anti-Rape Law was approved by the House of Representatives while in the Senate it is already pending for Second Reading. Although not part of the WPLA, but is critical for girls is the bill prohibiting early child and forced marriage which is due for bicameral stage. In November 2021, the PCW Board of Commissioners approved a new set of WPLA composed of the 10 brought forward from the previous list plus three new recommendations from CSOs and WROs. The new Women’s Priority Legislative Agenda for the 19th Congress are as follows:

1. Ensuring Women's Equal Rights in Marriage and Family Relations (Amending Articles 14, 96, 124, 211, 225 of the Family Code)

2. Amending Article 55 of the Family Code to Include All Forms of Violence as Stated in RA 9262

3. Reinstituting Divorce in the Philippines

4. Strengthening the Provisions of RA No. 8353 (Amending the Anti-Rape Law)

5. Enacting the Anti-Prostitution Law that Penalizes the Demand Side (Repealing Articles 202 & 341 of the Revised Penal Code)

6. Amending the Discriminatory Provisions of Article 247 of the Revised Penal Code and Consider the Act as Mitigating Circumstance

7. Eliminating Gender Bias in Adultery and Concubinage (Amending Articles 333 and 344, Repealing Article 334 of the Revised Penal Code)

8. Enacting Special Protections Against Online Sexual Abuse and Exploitation of Children (OSAEC) Law

9. Enacting SOGIE EQUALITY Law

10. Enacting Dignity for Women in Conflict with the Law Act

11. Enacting a Women’s Political Participation and Representation Law

12. Enacting a Magna Carta of Workers in the Informal Economy 217

13. Amending the Safe Spaces Act Providing Penalties for gender based and sexual harassment in the Workplace, Educational and Training Institutions Relatedly, PCW partnered with the House of Representatives Committee on Women and Gender Equality to revise the handbook on “How to be a Gender-Responsive Legislator”. It provides guidance to legislators, their staff and advocates in promoting women’s rights as human rights. The PCW also continued providing gender training for the staff of the House of Representatives and the Senate, on how to mainstream gender in legislation through the How to be a Gender Responsive Legislator training organized by International Development Law Organization Philippines, UN Women and PCW. Main constraint to passing more progressive laws that will eliminate remaining discriminatory practices are the conservative perspective among legislators and their aversion to what they feel to be overly controversial issues. 218 CHAPTER 14: WOMEN AND THE CIVIL SERVICE Overall Strategic Outcomes: Increased representation of women in decision-making in the public service; discriminatory practices against women in the civil service is significantly reduced; data systems in support of gender sensitive and evidence-based reporting and decision-making are significantly improved and routinely used for analysis and decision-making by government. Gender Issue Outcome/ Outcome/ Result Strategy Responsibl Statement Result e Agency Statement Indicator Baseline Target

1. All other Women enjoy Proportions of positions (by Career: (Aug. 2017) Maintain a 40%- Support women’s CSC government equal access to sex, age, rank, persons with Female – 62.2% 60% proportion expanded participation CESB agencies decision-making disabilities and population (976,798) of women and and leadership in public DFA Women and agenda- groups) in public institutions Male – 37.8% men in the institutions SC remain under- setting in (public service, including (592,787) different ranks JBC represented government judiciary) compared to and levels in the Contribute to the Foreign- in decision- national distributions (SDG First level: (Aug. public service availability of up-to-date Based making in the Women in the 16.7.1) 2017) (executive and information on gender Government public domain government Female – 46.7% judiciary) equality in public Agencies service are (168,643) service and of evidence (FBGAs) – empowered Male – 53.3% and analysis to facilitate DFA, change agents (192,106) informed policy and OWWA, for gender- decision-making. DOLE, responsive 2nd level: (Aug. DSWD, etc. governance 2017) Develop a roster of OP-PMS, Female – 66.9% women eligible for GCG (808,155) managerial executive Male – 33.1% positions in (400,681) government, indicating the positions they Third level: (July presently occupy 2018) whether in the private or Female – 43.1% public sector and taking (827) into consideration Male – 56.8% appropriate training, (1,091) experience and education required or desirable for the 219 Gender Issue Outcome/ Outcome/ Result Strategy Responsibl Statement Result e Agency Statement Indicator Baseline Target Non-career: (Aug. position (CSC and 2017) CESB as per MCW- Female – 43.2% IRR) (Source also from (82,529) DTI for the private Male – 56.8% sector) (108,388) Undertake proactive Coterminous: (Aug. measures to strengthen 2017) the capacities of women Female – 40.9% executives and (14,484) managers, including Male – 59.1% those in foreign service (20,957) posts particularly on GEWE laws and Casual: (Aug. 2017) transformative Female – 41.7% at least 40% leadership (40,245) women Justices Male – 58.3% in the Supreme Include gender equality (56,211) Court by 2025 and women’s empowerment laws and Contractual: (Aug. at least 50% accountability of public 2017) women Judges institutions under the Female – 60.1% in the Lower law in existing (23,797) Court by 2025 executive-managerial Male – 39.9% competencies and skills (15,781) training programs of government executives JO/COS: (Aug. and managers 2017) Female – 40.8% Develop and implement (269,692) programs to further Male – 59.2% balance the (390,698) representation of women and men in the 220 Gender Issue Outcome/ Outcome/ Result Strategy Responsibl Statement Result e Agency Statement Indicator Baseline Target Source: Civil bureaucracy, including Service those in the foreign Commission, service Inventory of Government Human Resources, August Enhance policies and 2017 programs on hiring, promotion and other SC Justices: (Jan. personnel movement to 2019) further balance the Female – 14.3% (2) representation of female Male – 85.7% (12) personnel in the COA, especially for technical positions. Lower Court Judges: (2015) Female – 44% (747) Male – 56% (952) Conduct promotional activities on women’s Percentage of government Cabinet level: (Feb. At least 40% capacity and ministerial positions 2018) women in the contribution as decision- occupied by women Female – 8.9% (4) Cabinet/Line makers in the public (UNESCAP MD-SI 7 – Tier Male – 91.1% (41) Departments service 1) Develop guidance for all Line Department personnel in Secretaries: (Feb. government on 2018) expected behavior and Female – 12% (3) practices following the Male – 88% (22) mandate of the MCW (to address remaining Source: Official discriminatory biases Gazette 221 Gender Issue Outcome/ Outcome/ Result Strategy Responsibl Statement Result e Agency Statement Indicator Baseline Target Proportion of women Female: 815 (43%) at least 50% that work against appointed to third level Male: 1,081 (57%) women in the women) positions in agencies Third Level (WEDGE 14 – Tier 1 2018 CESB data positions by 2025 Proportion of women eligible To be determined To be for appointment to 3rd level/ determined executive managerial positions (BPfA) + Core GAD – Tier 2) c (SDG 5.5.2) To be determined To be determined Proportion of Foreign To be determined To be Service Posts that had determined achieved gender balance in their staff complement (Source: DFA) Proportion of women and To be determined To be men foreign service officers 2019: determined (FSOs) (Source: DFA)

2. Discriminator Government Number of agencies with 2019: 2025: Undertake policy PCW, y practices agencies have written policy advocacy and legal House of and acts zero tolerance reforms to address Representati persist for sexual remaining ves Senate, despite a harassment discriminatory OP-PLLO, legal policy provisions in existing DOJ framework for Public service Whether or not legal 13 Women Priority 50% of WPLA laws, harmonize the promotion models strict frameworks are in place to Legislative Agenda passed during legislation with the of gender enforcement of promote, enforce and (WPLA) in the 19th the 19th MCW and address equality and non- monitor equality and non- Congress: Congress other policy gaps. 222 Gender Issue Outcome/ Outcome/ Result Strategy Responsibl Statement Result e Agency Statement Indicator Baseline Target women’s discrimination as discrimination on the basis of Undertake activities to empowermen provided by law. sex 174 (SDG 5.1.1) address the t in the conservative country Improved Degree of harmonization of perspective among awareness national legislations with the legislators and their among all public Magna Carta of Women aversion to service (Indicator No. IO-2.29) controversial issues. personnel about their role and Institutionalize a GO- responsibility for NGO mechanism for advancing partnership and gender equality cooperation is support of the WPLA Remaining discrimination in law had been remedied through the passage of WPLA

3. Inadequate Data systems in Proportion of national To be determined To be Intensify a whole-of- CSC data systems government (for government agencies determined government effort to DFA to support personnel, and (Departments) that have implement the MCW’s PCW gender program/project policies for sex- requirement for the DILG sensitive and management, disaggregated data systems generation and CHED, evidence- monitoring and (for both administration and maintenance of gender GCG. based reporting) program management statistics and sex- LWUA, OP- reporting on support gender reporting) disaggregated PMS policies and sensitive and databases to aid in All other programs and evidence-based Numerator: Departments planning, programming government decision- reporting and with system for SDD agencies making decision-making 174 The Philippines SDGs. Goal 5. Achieve Gender Equality and Empow er All Women and Girls. 223 Gender Issue Outcome/ Outcome/ Result Strategy Responsibl Statement Result e Agency Statement Indicator Baseline Target Denominator: total number of and policy Departments formulation. 175

4. Need to GAD Focal Point Proportion of functional GAD 2019: 2025: 100% of PCW to define enhance the System Focal Point Systems (GFPS) government “functional GFPS” and effectiveness effectively in the government service by agencies with provide technical of the GAD enabling gender- major subdivision (NGA, functional GFPS assistance and Focal Point responsive GOCC, SUC, LWD, LGU) by 2025 guidance to agencies to System in the governance achieve target. government (Example for NGA – Numerator: number of NGAs Assess the functionality with functional GFPS of GFP systems Denominator – total number of NGAs) Formulate measures to strengthen GFP systems in serving their purpose. 175 The Magna Carta of Women mandates all government offices, including government-ow ned and controlled corporations and local government units to adopt gender mainstreaming as a strategy for implementing the law and attaining its objectives. Key to this is the generation and maintenance of gender statistics and sex -disaggregated databases to aid in planning, programming and policy formulation. 224 STRATEGIC GOAL AREA 7 Transformed Social Norms and Culture Promote Gender Equality and Women’s Empowerment 225 CHAPTER 15 TRANSFORMING GENDER NORMS AND CULTURE In a report in 2019, the Philippine Commission on Women 176 identified key setbacks and challenges to the advocacy and actions related to gender equality and women’s empowerment. Two of the challenges relate to persistent gender norms and culture that hinder progress towards a more gender equal society. The first setback is the rising and pervasive sexism and violence against women, including the internet being used now for commercial sexual exploitation and cyber pornography that victimizes women and children. Digitalization has steeply risen since the COVID-19 pandemic and the risk for online exploitation among women and children has also increased. The second is the increasing incidence of gender-based violence with high level impunity associated with increased killings of suspected drug users including journalists which has given rise to another form of GBV. Harmful gender stereotypes and discriminatory values continue to pervade Philippine society. Although the Philippines is not part of the Global Media Monitoring Project, its 2020 report provides global context to the role media plays in challenging or reinforcing gender norms and stereotypes. Source: https://www.unwomen.org/en/digital-library/multimedia/2015/9/infographic- gender-equality-where-are-we-today Research indicates that television has a socializing influence on children regarding their attitudes toward gender roles. Gender role stereotypes seen on television are, in turn, reinforced by parents, friends, and school, contributing to the child's sense of what it means to be male or female in society.177 Thus, media and television in particular 178, offer huge potential to counter harmful patriarchal norms and biases towards more egalitarian and developmental principles and values. Other institutions that help shape norms and culture – family, religion, schools, and training institutions – still exhibit gender biases and stereotypes. Examples include educational 176https://w ww.coa.gov.ph/sdg/phocadow nloadpap/userupload/resources/BPfA+25_Progress_Report_Pr esentati on.pdf?__cf_chl_jschl_tk__=pmd_J0_AQ35WTf4QbgaMw lla5fvZLKnfe4DL9COD4Nfz9W0-1634367173-0- gqNtZGzNAmWjcnBszQi9 177 http://w w w2.lewisu.edu/~gazianjo/influence_of_television_on_child.htm 178 Ibid. 226 learning modules for children continuing to portray women and men in stereotypical roles 179, the religious organizations’ strong opposition to the absolute divorce bill in the Philippines180, Muslims allowing child marriage, and gender-insensitive language continuing to be used and accepted. A boost to changing cultural norms and stereotypes has been the recent achievements by Filipino women in the field of sports and journalism and contributed to the increased coverage and positive portrayal of women in the news. These include the first ever Olympic gold medal and the first ever Nobel Peace Prize for the Philippines being won by women. Yet another is the outpouring of support for a woman presidential candidate in the May 2022 national and local elections. These are all good in breaking stereotypes and raising awareness about women’s ability to break into non-traditional fields, excel in them and serve as models for young girls to emulate and look up to. Progress towards Outcomes Despite Filipino women excelling in sports, the field remains to be predominantly led by men. Men coaches increased by 2 percent from 84 percent baseline181 to 86 percent in 2021, while women coaches decreased from an already low share of 16 percent baseline to 14 percent in

2021. While the number of both women and men in competitive sports increased, the share of women increased by 4 percent from 38 percent baseline to 42 percent in 2021. In support of policy development regarding women’s increasing burden of unpaid care work which has been particularly exacerbated by the COVID-19 pandemic, the PCW partnered with Oxfam Pilipinas and UN Women on a National Household Care Survey. Expected to be completed within 2021, it will show how the COVID-19 pandemic has affected women’s unpaid care and domestic work burden and will be used for information campaigns that would encourage men and boys to share in the responsibility for household chores. Institutional mechanisms and tools that have been developed through the GAD efforts of media-related agencies of government include the gender-fair media guidebook, the Gender Equality Committee for Media and the regular issuance of statements that call out media outlets on contents that perpetuate discrimination or stereotyping that run counter to the law. To address the uneven level of understanding about gender equality laws among government officials and staff, the PCW has a regular program to deliver technical assistance on GAD mainstreaming tools and procedures and conducts continuing awareness raising about new laws and policies related to gender equality and women’s empowerment. It also leads government-wide observance of the annual women’s month and the 18-day campaign to end VAW which are opportunities for public awareness raising and shining the light on remaining discriminatory practices that limit the participation and leadership, and benefit by women in various sectors of development. While there are some noted progress on gender mainstreaming across agencies of government, much still needs to be done in successfully integrating a gender lens and perspective in the design, implementation, monitoring and reporting, a nd data systems of programs/projects. This is observed most particularly in big budget projects, including those with funding from a foreign government or multilateral development agency. 179 https://w ww.rappler.com/moveph/grade-1-student-gender-stereotypes-children-toys-learning- module 180 https://mb.com.ph/2020/02/06/catholic-leaders-hit-house-approval-of-divorce-bill/ 181 Based on the baseline data in the GEWE Plan 2019-2025 Chapter 15 Results Matrix. 227 A continuing challenge is that media in all its forms continue to reinforce traditional and harmful social norms that portray women in very limited, stereotyped roles in the news, radio, TV programs, movies, and advertisements. Initiatives that have been done to address this include the continuous dissemination of the Gender Fair Media Guide to media practitioners, information officers, writers, and journalism students, provision of gender training for filmmakers, and agency personnel of agencies with responsibility for gender norms and cultural transformation. Through the 18-Day Campaign, the PCW successfully influenced the 2019 CineJuana Digital Shorts Competition to feature three categories of short films that have strong gender related themes. These are: JuanParaKayJuana (male advocates), LabanJuana (help -seeking behavior), LigtasJuana (Safe Spaces Act). In 2020, several initiatives that respond directly to the challenge were seen. These include: ➢ VAW Puppet Series discussing RA 9262, Safe Spaces Act, and Anti-Trafficking laws ➢ MusikJuana Songwriting Contest ➢ Tinig ng Kababaihan episodes on Radyo Pilipinas 2 to discuss relevant programs ➢ Airing of Macho Choir (campaign against catcalling and toxic masculinity) on radio ➢ Continuous printing and rebranding of brochures on different laws on women and availability of the same on PCW Digital GAD library for easy access of media partners and stakeholders ➢ Engaging media for coverage of National Women’s Month Celebration and the 18-Day Campaign to End VAW activities and other advocacy campaigns ➢ Cine Filipina for Women’s Month 2021 ➢ Dedicated FDCP channel for showing different films on women’s empowerment ➢ Inclusion of GEWE and gender sensitivity in memorandum of agreements and guidelines for funding of movie production ➢ Re-posting and cross-posting of social cards and forum livestreaming of gender- related materials to PIA social media accounts (e.g. “Tango Brutal” used for in house orientation/ seminars, “Tatlumpong Segundo” video clips in 30’s posted and re -posted every 18-day campaign to PIA social media accounts and GAD microsites) DepEd developed programs on journalism for children which include gender sensitive topics, and its Bureau of Learning Resources has reviewed its Social Content Guidelines to avoid stereotypes, discrimination, biases, disrespect and even violence in learning resources development. The NCIP continuously undertake culture and gender sensitivity training for indigenous cultural communities, LGUs. The GEWE Plan subscribes to the important principle of getting men and boys involved in creating a gender equal society. Contributing to these efforts is the Inter -Agency Council on Violence Against Women and their Children (IACVAWC) which issued a resolution in 2019 enjoining all government agencies and LGUs to support and promote male involvement in eliminating VAWC and in achieving gender equality and women’s empowerment. 182 The PCW also observes the following in the conduct of its gender sensitivity training and campaigns: - including male characters in promotional materials - ensuring gender balance in speakers/ resource persons - involving male champions on unpaid care and domestic work - Macho Choir displayed in public and played on radio - emphasizing that Safe Spaces Act is not only for women but also for those with diverse SOGIE 182 https://pcw .gov.ph/assets/files/2020/11/Resolution- No.-01-Series-of-2019.pdf?x25110) 228 Various campaigns to encourage participation of men in unpaid care work have been undertaken to encourage men and boys to share in household responsibilities. As of 2021, a total of 73 Men Opposed to Violence Everywhere (MOVE) chapters have been established. Six of these were established during the period 2019-2021 in the following government agencies: DOJ-Parole and Probation Authority, Sandiganbayan, Department of National Defense, DOJ-PPA Cordillera Administrative Region, Social Housing Finance Corporation, and Philippine Competition Commission. There are government agencies that are more advanced than others in showing results for male involvement in the delivery of their programs. For example, the Population Commission (POPCOM) has been leading in showing how effective men can be in promoting women’s sexual and reproductive health and rights. Their KATROPA sessions among men in the communities have been shown to produce positive changes in perception and behavior about gender equality and respectful behavior towards women. POPCOM’s employees engage men in the communities to become family planning educators and facilitators. For 2019, a total of 89 KATROPA sessions were conducted for a total of 1,778 men from different walks of life (e.g., tricycle drivers, members of faith-based organizations and men in uniform). Though year 2020 was the onset of the COVID-19 pandemic which greatly affected the conduct of face-to-face sessions, a total of 1,923 men were reached through virtual KATROPA sessions. For the 1st semester of 2021, KATROPA sessions were conducted and have already reached 1,214 men. To intensify the campaign for male involvement, POPCOM produced videos of male influencers/local chief executives who spoke about the important roles of men in responsible parenthood and family planning. With the onset of the COVID-19 pandemic, POPCOM developed an online program that tackles male involvement. To address gaps in the legal framework for the protection of marginalized groups of women such as the girl child, PWDs, IPs and Muslims, and those with diverse SOGIE, the PCW re- launched the handbook on how to be a gender -responsive legislator in May 2021. The National Commission for Indigenous Peoples supported and provided inputs to draft legislations that protect children such as in prohibiting and declaring child marriage as illegal. The Department of Education supports the right of Muslim Filipino women to wear hijab (veil) in schools. In Physical Education classes, Muslim girls are allowed to wear appropriate clothing in accordance to their religious beliefs, and Muslim students shall not be required to participate in non-Muslim religious rites. The Muslim Filipino women teachers, on the other hand, who are wearing a veil that covers the entire face may do so outside the classroom but are encouraged to remove it for proper identification by their students and for more effective language teaching. The inclusive education policy of DepEd provides opportunities for more girls coming from the marginalized and disadvantaged groups of the population to access quality education that is contextualized to their culture and specific needs. A promising piece of analytical work is coming soon from the PCW-International Development Law Organization partnership that is currently mapping the laws of the Philippines from a gender perspective. It is expected to provide clear direction for reversing remaining discrimination in law. Executive Order 141 has been issued declaring the implementation of measures to address the root causes of adolescent pregnancies to be a national priority and addressed through a 229 whole-of-government approach. The Department of Social Welfare and Development and POPCOM were also mandated under the 2021 General Appropriations Act to develop and implement a social protection program for adolescent mothers and their children. The agencies concerned noted the challenges to passing progressive laws that support the Magna Carta of Women. These are: ➢ Strong opposition by conservative groups in Congress (that are con nected with the church or other religious groups) to progressive bills ➢ Needs and perspectives of marginalized groups are not always heard or considered in law-making processes ➢ Lack of true representation of marginalized groups in leadership and decision-making positions ➢ Inadequate political will by the executive leadership ➢ Small number of women and men lawmakers who understand and support the importance of women’s human rights and role in nation-building The overall strategic outcomes remain unchanged and will be pursued in the remaining period of the plan. Changing negative social norms and practices and gender stereotypes will continue to be a priority strategy of government. 230 CHAPTER 15: TRANSFORMING GENDER NORMS AND CULTURE Overall Strategic Outcomes: Significant progress is achieved in promoting a culture of gender equality and ending discrimination; media, CSOs and the private sector support the creation of an enabling environment for a culture that is supportive of gender equality, diversity , and ending GBV; improved understanding and action by men, including religious and community leaders, in cultural transformation for gender equality ; increased level of gender mainstreaming in government planning and programming. Gender Issue Outcome/ Result Outcome/ Result Strategy Responsible Statement Statement Agency Indicator Baseline Target

1. Gender norms Transformed social Public perception of (Conduct survey on Survey conducted by In cooperation with the PCW, NCCA and discriminatory and cultural norms inequality public perception of 2022 NCCA, undertake a survey values and beliefs support a culture of gender inequality) or include in current survey, negatively impact gender equality and a module to establish the ability of women women’s Number of programs, To be determined To be determined baseline on the level of and girls to empowerment, activities or projects public perception about participate and respect for diversity, implemented to gender inequality benefit from and social justice strengthen advocacy of national growth and for marginalized anti-discrimination laws Conduct content analysis, development and social groups of and policies including review, and/ or All national these are deeply women those aimed at enhancement of agencies and embedded in combating gender government’s IEC materials local government institutions – family, biases and (including print and non-print units religion, school, stereotyping promotional materials) for media these to include alternative Percent of women and 362 – women athletes To be determined projection of women and men in traditionally 582 - men athletes girls that opens up male/female- opportunities for their competitive sports inclusion rather than exclusion Strengthen partnership DSWD (4Ps among government Family Life agencies with family life Programs) 231 Percent of women and 38 women coaches To be determined programs to improve men coaches, by (16%) delivery of GEWE messages sports 199 men coaches (84%) Develop a core group of GAD Resource Pool PCW – National specialists to improve their GAD Resource knowledge and skills in Program gender norms and culture as these relate to planning and programming Enforce substantive and equitable participation of men and women in non- DepEd, PSC traditional spheres, particularly in sports, by ensuring that the mechanisms aim to open up opportunities for women rather than exclude them Enforce policies and programs that promote/ foster gender equality, social inclusion and diversity in government agencies Develop a private sector strategy that would assist in promoting a culture of gender equality and ending discrimination

2. Uneven level of Increased level of Number of NGAs and To be determined ● 100% of key Commission studies on PIDS, PLLO understanding gender LGUs that attain at line agencies gender transformative about gender mainstreaming in least level 3 in the (21) approaches that critically equality laws the government GMEF assessment tool ● 20% of all examine inequalities, power among government planning and provinces relations and gender roles, officials and staff programming norms and dynamics 232 limits towards developing mainstreaming alternative positive gender in the Number of awareness 501 (Number of 3,513 (PDP target) approaches to planning and national agencies and sensitivity awareness and programming and local programs on the rights sensitivity programs government units. of women provided for on the rights of women Develop guidance and tools government agencies increased, including to continuously improve All national GSTs, GAD webinars) government action for agencies and GEWE that should include local government Number of government To be determined To be determined lessons from past units officials and staff who implementation participated in capacity-building Develop a checklist or tool PCW for programs on gender that will guide agencies on standards on mainstreaming and gender norms and biases GAD trainings; culture sensitivity that need to be checked NCCA for against when planning and standards on programming culture sensitivity training Provide continuous training on GEWE, GAD for government officials and staff Capacitate civil servants with gender lens, social inclusion and diversity through the conduct of GEDSI awareness and culture sensitivity training 233

3. Media in all its Significantly Percent of government To be determined To be determined Develop a strategy for FDCP forms continue to improved media and private media partnership with media on MTRCB reinforce traditional support for an entities complying with how the institution can be an PCOO and harmful social enabling gender-fair guides and instrument of change for PIA norms that portray environment for standards to protect gender equality and OMB women in very GEWE women against women’s empowerment limited, stereotyped discrimination in media roles in the news, and film183 (Tier 2, Institutionalize a mechanism radio, TV programs, MGEC) to educate and advocate for movies and Percent of government To be determined To be determined compliance of the media advertisements. and private media industry with the MCW and entities with gender- other relevant policies/Laws sensitive media including the MGEC programs and services Guidelines (Tier 3) Provide continuous Number of awareness To be determined To be determined education on gender and sensitivity sensitivity and gender-fair programs on the rights language for media creators of women provided for government and Encourage the development private media outlets of progressive creative personnel and scriptwriters Percent of award- To be determined To be determined in radio, television, giving bodies on mass marketing and media and advertisement to challenge advertisements harmful social norms that integrating GEWE in reinforce inequality their awards and incentives system (Tier Organize a network of 2) media practitioners, men and women film makers for Percent of self- To be determined To be determined example, who can lead the regulatory bodies, change 183 This is a proposed reformulation of the follow ing MGEC indicator: “Number of media entities adopting the guides formulated to protect w omen against discrimination in media and film (Tier 2, MGEC)” 234 groups and associations in media Advocate with grant making and film industries that bodies for films to include in integrated Gender the criteria for selection, Equality principles in positive and more realistic their Code of Ethics/ values that do not demean, internal guidelines stereotype nor discriminate (MCW Sec 19 – Tier 2) women and girls including those of diverse SOGIE Functional mechanism To be determined To be determined that enforce and Full and effective monitor compliance of implementation of guidelines media industry with the especially gender fair relevant gender-related language in all types of laws and policies media, including by private entities Advocate for women’s successful engagement in various pursuits through a segment (such as via Deped TV/ or a short documentary thru an identified Curricular Program “Special Program on Journalism”) Reinforce inclusion of gender responsive advocacies to address stereotypes through campus publications and electronic newsletters, radio programs, and other media

4. Men are Increased Number of government To be determined 100% of government Implement effective All national excluded in understanding agencies that organize agencies prevention activities, government addressing harmful among the public male employees to including those aimed at agencies and social norms that that gender equality 235 underpin inequality and women’s support GEWE transforming masculine and local government and discrimination empowerment is an advocacy misogynist values units issue that requires (e.g. Men Opposed to action by both Violence Everywhere Promote the involvement of PCW-IACVAWC women and men (MOVE), DSWD’s men and boys as change Secretariat for Empowerment and agents and partners for the MOVE, DSWD for Reaffirmation of promotion of gender equality ERPAT, PopCom Paternal Abilities for KATROPA Training (ERPAT), Encourage the creation of PopCom’s male movements and Kalalakihang networks of male advocates Tumutugon sa to work towards Responsibilidad at encouraging other men to Obligasyon sa Pamilya support gender equality and (KATROPA 184)) the empowerment of women Establish partnership with men community leaders including religious leaders, in gender equality advocacy and action

5. There are gaps in Significantly Number of To be determined 3 Develop strong support from PCW and other the legal framework improved legal discriminatory laws key stakeholders in government for GEWE framework for repealed government for action and agencies with particularly for the GEWE advocacy for the passage of women and protection of Number of inclusive To be determined 1 the women’s legislative gender-related specific and sector responsive agenda which has been legislative agenda marginalized laws passed developed through a highly groups of women consultative process DILG such as the girl child, PWDs, IPs Build the capacity of national House of and Muslims, and agencies, LGU officials and Representatives those with diverse legislators on gender (Committee on SOGIE equality and women’s 184 POPCOM: The KATROPA Movement is an initiative that advocates and encourages male involvement in responsible parenthood, reproductive health, gender equality and family planning. 236 empowerment to facilitate Women and the passage of inclusive and Gender Equality) sector-responsive policies and laws. Senate (Committee on Create advocacy groups for Women, Children, the lobbying of sector- Family Relations specific sectoral legislative and Gender agenda. Equality) Develop a database of laws that will be revised/repealed to ensure gender- responsiveness of legal framework 237 PART IV ENSURING SUPPORT TO THE ACHIEVEMENT OF GOALS AND TARGETS CHAPTER 16 PLAN IMPLEMENTATION AND MONITORING The Updated GEWE Plan 2019-2025 and its results matrices present a structured approach to achieving strategic gender equality and women’s empowerment results over the medium- term. It is an “all- of-government” plan which is aligned to and supports the vision of the Updated Philippine Development Plan 2017-2022. Overall, the plan implementation takes guidance from the Magna Carta of Women (MCW) and lessons learned from the implementation of earlier framework plans on women and gender equality. Similar to the PDP 2017-2022, effectively implementing the GEWE Plan requires efficient coordination among government agencies at all levels, civil society, the private sector and development partners. The PCW, in coordination with the other key oversight agencies identified in the MCW, will ensure that the efficiency and effectiveness of the various strategies and programs discussed throughout the Plan will be monitored during the Plan period. The efficiency of the GEWE Plan will be determined in terms of how the interventions and activities of national government agencies, LGUs, the private sector, civil society, and development partners have been guided by the intended outcomes reflected in the Plan. Effectiveness will be evaluated in terms of the extent to which the quality of life of Filipino women and girls, especially the poor and marginalized, and other vulnerable sectors has improved, using standard gender indicators. Policies, mechanisms, guides and tools for gender equality and women’s empowerment advocacy, promotion, and action have been the biggest achievement of government and their partners from the academe, civil society organizations and women’s rights organizations. There are major laws and policies as well as sector-specific ones that are the results of relentless work by advocates from government and non-government organizations. Institutional mechanisms exist such as the GAD Focal Point System (GFPS) in all government agencies and instrumentalities. Gender analysis guides and tools are available and their use has become mandatory. For example, the NEDA Investment Coordination Committee requires all proposals submitted to the body for approval to show evidence that they have used the Harmonized GAD Guidelines in the design of a project. The COA has been undertaking gender audit of agencies in accordance with law. However, all these mechanisms, while present in most agencies, continue to be applied unevenly, thus, there remains much more work to be done before all these achievements translate into more concrete results in women’s lives in a scale that is measurable at the country level. This is an important objective of the current plan and its updated version 2021. Building on the gains, plan implementation will be supported by the following mechanisms and strategies: improving the overall strategy of mainstreaming and use of the GAD budget; mobilizing resources to finance the Plan; continuing monitoring to assess achievement of results, efficiency of coordination mechanisms, and accountability for oversight agencies; mobilizing support from stakeholders through a communication and knowledge management plan and strategy; localizing the implementation; and, managing emerging risks to implementation. Improving the practice of gender mainstreaming and the use of the GAD budget. The Philippine Commission on Women will continue to take the lead, along with the other oversight agencies (i.e., DBM, NEDA, DILG, COA, and CHR), in providing clarity and guidance on the practice of gender mainstreaming. This is necessary given that despite an increasing use of 238 the term gender mainstreaming, there is still confusion about what it means and the term is used in different ways. Among the standard tools used in gender mainstreaming are: (a) the Gender Mainstreaming Evaluation Framework (GMEF) that assesses the level of gender mainstreaming in the organization based on four entry points, namely, Policy, People, Enabling Mechanism, and PAPs; (b) the Harmonized Gender and Development Guidelines that have checklists to assess the level of gender-responsiveness of the design, implementation, management, monitoring and evaluation of programs and projects; and, (c) the Gender-Responsive LGU (GeRL) Assessment Tool that weighs how women and gender issues are considered in the planning and decision-making processes, as well as in the delivery of basic services of LGUs. Given that mainstreaming continues to be the main strategy for implementing the actions contained in the GEWE Plan, it is important to understand three issues related to improving the practice of mainstreaming: i) Distinguishing means and ends. In the past, many agencies have focused on their own capacity building, internal mechanisms and processes. Although this is important, changes in an agency and its programs are primarily the means to support equality among the public they serve and not ends in themselves. Related to this is the PCW observation on the agency GAD accomplishment reports (2018) about an overall lack of GAD programs, projects, and activities that address strategic gender issues in various sectors. ii) Influencing the development agenda. Critics of gender mainstreaming have pointed out that in some cases, mainstreaming may only involve bringing women into an unequal and unsustainable development process, when what was called for was a total rethinking of that process to take into account the lives and experiences of women. This is a legitimate concern and in order to avoid this, gender specialists have suggested to distinguish between two types of mainstreaming strategies. First is the integrationist approach which builds gender issues into existing development paradigms and programs. Integrating women and gender concerns across a broad spectrum of sectors is the key strategy but the overall development agenda is not transformed. The other is the agenda-setting approach which calls for a questioning and transformation of existing development agenda and priorities, using a gender equality analysis lens. The participation of women as decision makers is a key strategy and through this process, brings about a fundamental change in the existing development paradigm. The agenda-setting approach, with a focus on women’s empowerment and increased participation in decision-making at all levels, holds the greatest potential to support equality between women and men. iii) Specific initiatives to support equality objectives. A mainstreaming strategy does not rule out funding specific projects that work toward equality. In fact, innovative, strategic, and catalytic initiatives play a vital role. These projects can be targeted at women and girls, men and boys, or institutions – all with explicit objectives to address existing gender inequalities. For example, projects could include funding for women’s organizations working to build leadership potential of women in rural areas, or hold governments accountable for laws passed; or target men in information campaigns on their roles, responsibilities and rights relating to sexual and reproductive health. Considering the above discussion, the PCW and other oversight agencies will take the lead in developing further guidance on how to get more results for women and gir ls in a scale that can be reported with evidence and data support. In this connection, the PCW in coordination 239 with the Philippine Statistics Authority will strengthen the requirement for sex-disaggregated data and routine analysis of what the data mean for women and girls. The PCW will continue to lead in addressing implementation gaps through issuance of appropriate policy guidance by concerned agencies, as in the case of the expected increased revenues of LGUs resulting from the Mandanas-GarciaRuling. In addition to developing guidance and tools, the PCW will continue to provide technical assistance, and will continuously strengthen the capacity of its GAD Resource Pool on gender mainstreaming. One other lesson that needs to be noted and applied is that projects that merely target women do not necessarily or automatically support gender equality objectives. For example, without careful consideration of gender dynamics and sound economic planning, ‘income generating’ projects may unintentionally add to women’s work burden without giving them significant compensation. In the meantime, agencies are encouraged to take the above considerations into account as they translate the GEWE Plan 2019-2025 through the GAD Agenda, GAD plan and budget, into operational work plans at different levels and across sectors, based on their specific agency mandates, specific contexts, needs, and capacities. Mobilizing Resources to finance the plan. The main source of financing will come from government’s regular budget allocation, particularly the GAD budget. PCW assessments of the GAD Budget Reports from agencies (2018) highlighted the lack of GAD programs, projects and activities addressing strategic gender issues or those that are client -focused; low GAD budget utilization rate; and, low number of endorsed GAD plans and budgets. In this regard, the PCW will intensify its technical assistance in GAD planning and budgeting that is anchored on the GEWE Plan. In addition, agencies may also tap technical expertise from the GAD Resource pool for assistance. Resources for plan implementation could also come from development partners (bilateral and multilateral agencies with programs in the country) whose current programming includes a focus on gender equality and women’s empowerment. Given that the 2030 Global Agenda for Sustainable Development that acknowledges the significance of gender equality and women’s empowerment to achieving all the other development goals, the Plan is presented to the development community as a reference on how development assistance could support the GEWE Plan 2019-2025 strategic priorities. The PCW and NEDA will take the lead in ensuring that the GEWE Plan priorities are considered in bilateral discussions for development assistance and in dialogues with other international development partners. This will ensure coordination and complementation and improved efficiency. For shared objectives that are relevant to a number of government agencies, cost sharing may be practical and cost efficient. These joint efforts (or components being done by different agencies but contributing to one strategic goal) will be facilitated through the creation of inter- agency working groups for each of the strategic goals. Implementing agencies and LGUs, as spelled out in strategies in the different chapters of the plan, are encouraged to mobilize the expertise and technical resources of CSOs, particularly women’s organizations, which are excellent partners in advocacy, cultural transformation, and policy reform. Continuing monitoring to assess achievement of results, effectiveness of reporting and coordination mechanisms and accountability for oversight. The PCW, in coordination with NEDA, PSA, DILG, DBM, COA, and other relevant government agencies shall develop and install a monitoring system to track progress against baselines and indicators. The COA will continue to strengthen its guidelines for the audit of GAD funds and capacity building of its 240 auditors in accordance with its mandate under the MCW and in support of the implementation of the GEWE Plan. Further, the PCW will lead an annual assembly of national government agencies to assess progress towards results, challenges, and lessons being learned. Data generated from this process will be consolidated by the PCW, results rolled up, and reported to relevant oversight bodies. The same information will be utilized by PCW and government agencies for the government’s international reporting obligations such as to CEDAW, the Beijing Platform for Action, Goal 5 of the SDGs, and other GEWE commitments. For some areas where there are no baselines such as perceptions about gender inequality, or key areas for policy, the PCW will draw up a research agenda and will commission studies to be undertaken to help establish baselines against which to measure achievements moving forward. All implementing agencies and LGUs shall include progress reports against the GEWE Plan priorities in their annual GAD Plan and Budget reporting. In this connection, the PCW will include in its policy guidance on annual GAD Budget reporting, progress against the GEWE Plan. Assessment of results and evaluation of the implementation of the GEWE Plan 2019- 2025 shall be undertaken mid-term in 2022 and at the end year of the Plan in 2025. Assessment and evaluation findings shall inform succeeding planning processes, including the next cycle of the Philippine Development Plan. Accountabilities of key stakeholders and their roles and responsibilities. It is expected that the extensive consultations or time spent at the front end of planning have contributed to a deeper understanding of the importance of the participation and benefit by women and girls from overall growth and development and will, thus, contribute to a stronger commitment to implement the plan. In addition, reiterated below are the roles and responsibilities of each key agency or categories of agencies as mandated by the MCW: Stakeholder Roles & Responsibilities Philippine Commission on Oversight and monitoring of implementation at the national level; Women Ensuring that government agencies report on their implementation of the MCW/GEWE Plan; Reporting to the President to the Cabinet and Congressional Oversight Bodies; Provision of gender analysis and related competencies to government agencies (in cooperation with NEDA) ); and provide policy guidance to address plan implementation gaps. National Economic & Ensuring that development planning and investment programming Development Authority respond to binding constraints that prevent women and girls from achieving their full potential; Monitoring the gender-responsiveness of Official Development Assistance to be in accordance with the MCW Department of Budget and Providing technical assistance to government agencies with respect to Management the mandatory GAD budget; Ensuring that government agencies include GAD plan and budget in their annual agency budget proposals submitted to DBM; With PCW, develop a tool for determining the extent of implementation of the GAD plan and budget as part of agency performance review Commission on Audit Conduct of annual audit of GAD funds of all government agencies; Building the capacity of COA auditors to ensure more meaningful audits that contribute significantly to the improvement in the situation and condition of women and girls. Conduct of annual audit of GAD funds of all government agencies in accordance with the MCW, and to achieve its mission for a gender-responsive governance; Building the capacity of COA auditors to increase their level of understanding of GAD towards a more substantial audit of GAD funds in accordance with its mandate; 241 Stakeholder Roles & Responsibilities and be able to assist the audited agencies through audit observations and recommendations. Department of the Interior Administrative supervision over LGUs including review of their GAD and Local Government plans and budgets; Provision of technical assistance and policy guidance to LGUs in formulating their annual GAD plans and budgets; Receive LGU reports on MCW implementation and prepare a consolidated report on the local implementation of the MCW Commission on Human As Gender Ombud, promotion and protection of women’s human rights; Rights Investigation of violation of women’s human rights; Development of guidelines to facilitate women’s access to legal remedies and assistance in the filing of cases against violators of the law. Congress Using the budget review and approval process, effectively tracks and checks whether substantial results happen from agency plans, programs and use of GAD budget; Leadership, through the Committees on Women, in promotion and passage of priority legislative agenda that will further advance GEWE. Civil Service Commission Issuance of directives that respond to gender issues faced by women workers in government, such as those related to committees to handle sexual harassment complaints Other National Implementation of the strategies, activities outlined in the Plan mainly Government Agencies through: i) mainstreaming actions that respond to strategic gender (NGAs) equality issues in their regular planning, programming and budgeting, and, ii) agency GAD planning and budget process Local Government Units Ensuring that the provisions of the law and the objectives of the plan directly impact the lives of women and girls in communities; Similar to all other government agencies, implementation through the dual strategy of mainstreaming in their annual investment plans, and gender- focused GAD planning and budgeting process. Local Civil Society Organizations and Women’s Organizations. As claim-holders in a rights-based approach, local CSOs, particularly women’s organizations, play a crucial role. As part of good governance, they should be encouraged to partner with government for provision of feedback, information, and recommendations to improve plan implementation, delivery of programs and services, and serve as advisers on emerging issues affecting women on the ground. In support of the overall responsibility and accountability framework described above, the PCW will organize the coordination mechanism for plan implementation and monitoring as described in the table below. Note that existing mechanisms such as the Cabinet clusters will be utilized. GEWE Plan Chapter Coordination Mechanism Part II Strategic Framework Strategic Goal Area 1: Expanded Inter-Agency (IA) Working Group for Women’s Opportunities for Women Economic Empowerment (GAD FPs from DTI, DA, DOT, DOLE); Economic Development Cabinet Cluster; PCW Board of Commissioners 242 GEWE Plan Chapter Coordination Mechanism Strategic Goal Area 2: Accelerated IA Working Group for the Social Development Sector Human Development Through investing (GAD PFs from DOH, DepEd, Housing agencies); in Gender Equality and Women’s Human Development and Poverty Reduction Cabinet Empowerment Cluster; PCW Board of Commissioners Strategic Goal Area 3: Significant IA Working Group for Ending GBV (GAD FPs from DOJ, Reduction in Gender-Based Violence and OPAPP); Cabinet Cluster on Security, Justice and enhanced gender perspective in Justice, Peace; PCW Board of Commissioners Peace, and Security Strategic Goal Area 4: Expanded IA Working Group for DRRM (GAD FPs from OCD, opportunities for women’s participation in DENR, CCA); Cabinet Cluster on Climate Change and benefit from disaster resilience, Adaptation, Mitigation, and Disaster Risk Reduction; environmental resource management PCW Board of Commissioners and humanitarian action Strategic Goal Area 5: Expanded IA Working Group for STI, ICT and Infrastructure (GAD Opportunities for Women’s Participation FPs from DOST, DICT, DPWH, DOTr); Science and in and Benefit from science, technology Technology Coordinating Council; PCW Board of and infrastructure Commissioners Strategic Goal Area 6: Enhanced IA Working Group for Gender-Responsive Governance Women’s Participation in and Benefit (GAD FPs from COMELEC, CSC, CESB); Cabinet from Politics and Government Service Cluster on Participatory Governance Strategic Goal Area 7: Transformed IA Working Group on Gender Norms (GAD FPs from Discriminatory Gender Norms Promote NCCA, PIA, FDAP, PCCO, MGEDC, DSWD, CHED, GEWE DepEd); PCW Board of Commissioners Mobilizing support from stakeholders through a communication and knowledge management plan and strategy. Given that gender norms continue to limit opportunities and quality of life of women and girls, developing and rolling out a communication and knowledge management strategy to disseminate information about the Plan, including gender norms that need to be transformed is a crucial support to implementation. The PCW will take the lead in developing this strategy and will ensure that this is prioritized during the first year of the Plan period. Important consideration will be the different needs of different users of information such as policy makers, private sector industries that create jobs, LGUs, and don ors. Women leaders representing the women’s rights organizations (WROs) who participated in the updating of the plan in 2021 stressed the need for the PCW to institutionalize a GO-NGO structure for implementation of the GEWE plan to enhance participation of WROs. Localization Strategy and the PCW’s Local GAD Resource Program. The PCW will continue to strengthen the capacity and effectiveness of the Regional GAD Committees. Particularly, the PCW’s Local GAD Resource Program will be useful in engaging LGUs and other local actors to bring the GEWE Plan to the local level. PCW’s localization strategy includes three components: partnership and convergence; replication of successful mechanisms; and provision of direct technical assistance on demand basis and d evelopment and updating of GAD tools. Managing emerging risks to implementation. The oversight agencies led by the PCW, sectoral agencies and local government units need to be mindful of the risks that might decrease the probability of successful plan implementation. Mitigating measures need to be put in place and monitored for efficiency throughout the Plan period. The PCW and the inter- agency committees it will create among GAD Focal Points, will include this agenda in their annual assessment and reporting to their respective coordination mechanism or Cabinet 243 Clusters. At the time of planning, the following risks were identified and will be addressed through the communication strategy, among others. ● There is a risk related to the growing populist sentiments that include a backlash on the gains achieved by the women’s movement not only in the country but in many countries worldwide. ● There is a risk that insufficient focus is given to the achievement of results for external constituents when the focus becomes too much on the internal agency capacity building. ● There is a risk that implementation becomes “for compliance” only and does not make a difference in actual lives of women and girls. ● There is a risk that without accountability for GEWE established at the highest level of the agency, government personnel might continue to feel that work related to gender equality is “additional work” or “competing” with regular work. First Implementation Year (2019): Key Processes and Activities Aligning Agency and LGU GAD Planning and Budgeting for 2020-2025 with the GEWE Plan For 2019, as the first implementation year, agency GAD programs and activities may go on as planned. However, in reporting on 2019 activities for the 2019 Accomplishment Report, agencies and LGUs are encouraged to indicate the GEWE 2019 -2025 outcomes/outputs to which the 2019 activities contributed towards, particularly on the number of beneficiaries by sex. NGAs and LGUs are encouraged to refer to the GEWE Plan 2019-2025 for GAD planning and budgeting for 2020-2025. They may focus on specific targets most relevant to their agency mandate or the LGUs’ specific context. Progress Achieved, 2019-2021 Major Strategy Updates Improving the practice The PCW is the government agency mandated to exercise oversight of gender and monitoring of implementation at the national level including mainstreaming and the ensuring that government agencies report on their implementation of use of the GAD budget. the MCW. To improve the practice of gender mainstreaming the PCW uses home-grown tools such as the Gender Mainstreaming Evaluation Framework (GMEF) and the Harmonized Gender and Development Guidelines (HGDG). The Sectoral Coordination Division (SCD) uses these two tools when providing technical assistance to selected agencies of the government. The GMEF is a tool to help agencies and LGUs assess their own progress in addressing priority gender issues in various development sectors, alongside their progress in building their institutional gender-responsiveness. The GMEF is also one of the widely used tool in gender analysis for identifying organization-related issues to be addressed and included in the agencies’ GAD Agenda or annual GAD Plan. The Gender and Development Transformation and Institutionalization through Mainstreaming of Programs, Agenda, Linkages & Advocacies (GADtimpala) Awards, started in 2019, used the GMEF tool and at the same time popularized it among national government agencies and LGUs. The GADtimpala, is the official awards and incentives system of the PCW which aims to recognize deserving entities, government 244 Major Strategy Updates agencies, and local government units for their outstanding performance in gender mainstreaming and effective implementation of gender responsive programs. In 2019, six (6) government agencies were awarded the Bronze GADtimpala. The Harmonized Gender and Development Guidelines (HGDG) was also used to assess programs that received the GADtimpala Awards for Programs. In the wake of the pandemic, the PCW was confronted with the challenges to fulfill its mandate to continuously enhance the capacity of agencies and LGUs on GAD and mainstreaming. Moving from face- to-face activities to utilizing online platforms became a challenge but also opened opportunities to learn and adapt to the new platforms. The reach of its webinars and other training programs has widened, and promises to reach more people moving forward. Thus, gender sensitivity training, GAD planning and budgeting, development of GAD agenda, and gender analysis and the use of GMEF and the HGDG are now taught online. Instructional videos are likewise made available for ready reference of agencies and LGUs on GAD capacity building activities such as GAD planning and budgeting. In addition, the development of agency GAD Agenda allows for a more targeted and purposive approach to address strategic gender issues. Since 2018, Guidelines and Module on the Development of GAD Agenda have been helping agencies to develop their agency- wide GAD Agenda that is anchored on the GEWE Plan 2019-2025. Mobilizing Resources Over the years, apart from the increasing number of agencies that are to finance the plan submitting their GAD plans and budgets, there has been a notable improvement in the allocation of government’s budget for GAD-related programs and activities. The track now of capacity building on the use of the HGDG as a gender analysis tool is to make agencies understand that the tool is not merely to aid in ensuring the compliance to the minimum 5 percent GAD budget. The continuing challenge is how to make strategic use of the 5 percent so that it also produces significant result in influencing the rest of the agency budget for programs and services so that they either i) Do No Harm (or ensuring that any policy, plan or program does not reinforce traditional stereotypes nor exacerbate existing inequalities); or ii) design targeted programs and services that address special issues of women and are meant to level the playing field for women and men. In other words, the strategic use of the 5 percent must contribute to the agencies’ project development cycle effectively responding to the issues and needs of women. Meanwhile, the NEDA and the PCW are working closely with the UN Women, as the lead convener of the ODA GAD Network, in ensuring that 5-30 percent of ODA-assisted programs and projects are gender responsive. Continuing monitoring Pursuant to its mandate as the overall monitor of the Magna Carta of to assess achievement Women, the PCW is currently strengthening its M&E function. of results, effectiveness Contributing to this work is the Compendium of Gender Equality and 245 Major Strategy Updates of reporting and Women’s Empowerment (GEWE) Indicators, which was also launched coordination in 2019. The Compendium is a reference and guide for meeting the mechanisms, and country’s commitments under the CEDAW, the BPfA, the SDGs and accountability for national laws and policies like the MCW and the GEWE Plan 2019- oversight. 2025. The Compendium provides a pre-selected and wide-ranging list of indicators based on the main sectoral and thematic frameworks for measuring results of the gender equality and women’s empowerment initiatives in the Philippines. It is a resource and a tool to help address the need for and the challenges of constructing indicator frameworks for GEWE. Henceforth, the Compendium became the basis for the development of the PCW GAD database which commenced in 2020. Currently, the GEWE indicators in the Compendium are further reviewed for their availability and possible streamlining. A parallel effort is also being undertaken by the PCW and the Philippine Statistics Authority (PSA) to develop the guidelines on the establishment and institutionalization of GAD database. Together with the rest of the member agencies of the Inter-agency Committee on Gender, Children and Youth Statistics (IAC-CGYS), a new set of Core GAD Indicators has been developed and adopted through a PSA Board Resolution. The development of these tools and the establishment of a GAD database are steps towards strengthening the M&E function of PCW so that it can provide a regular and systematic monitoring, evaluation and reporting on progress achieved in the various sectors and strategic goals of the GEWE Plan 2019-2025 and its updated results matrices. PCW Board Resolution 2021-02 formally created the coordination mechanisms for tracking the implementation of the GEWE Plan 2019-

2025. Subsequently, per chapter sub-groups were created to facilitate sector-level discussion of accomplishments and challenges in implementation. Accountabilities of key The creation of the coordination mechanisms reinforces the stakeholders and their commitments of the government agencies in implementing actions roles and identified in the Plan. The series of consultations and inter-agency responsibilities. meetings conducted in updating the GEWE Plan results matrices were venues to reiterate government agencies’ responsibility as duty bearers for delivery of results in addressing gender issues that constrain women from fully participating and benefitting from development. Meanwhile, oversight agencies such as the NEDA, DBM, COA, DILG, PSA, CHR and Senate and House of Representatives were also reminded of their commitments to ensure the implementation of the Plan. In a meeting (June 2021) among oversight agencies, they renewed their accountability to facilitate the implementation of the strategic outcomes of the GEWE Plan 2019-2025. 246 Major Strategy Updates The DILG committed to issue guidelines on the implementation of the GEWE Plan 2019-2025 to local government units. It will also roll-out the Plan to LGUs through the conduct of orientation sessions. The PSA reiterated its commitment to facilitate the monitoring of the GEWE Plan. In partnership with the PCW, it will lead in institutionalizing the GAD Database through the issuance of guidelines for its establishment. The NEDA is committed to continuously build the capacity of its technical staff to ensure that gender and development concerns are articulated across the chapters of the Philippine Development Plan. The agency also ensures that the GEWE Plan priorities are considered in bilateral discussions for development assistance and in dialogues with other international development partners. In strengthening its gender mainstreaming efforts, NEDA is decentralizing the responsibility for gender and development to all NEDA delivery units to ensure that GAD concerns are mainstreamed in the agency’s regular operation at the sub-national level. As the planning arm of the government, NEDA plays a leadership role in modeling the integration of a gender perspective in all phases of the development planning process. The Commission on Audit (COA) plays a critical role in the implementation of the GAD plan and budget policy. To a large extent, the progress that has been achieved in advocacy and action for GAD by all government agencies has been made possible by the sustained and consistent efforts by COA . through the issuance of audit guidelines and the mandatory audit of GAD funds incorporated in the annual audit reports. COA’s commitment to include in its audit of GAD funds the government agencies’ implementation of the GEWE Plan 2019-2025 will certainly help enhance the enabling environment for GEWE in government operation and results. Localization Strategy The PCW and national government agencies, including all other and the PCW’s Local oversight agencies need to pay additional attention to the local GAD Resource governments in line with the implementation of the Mandanas-Garcia Program Ruling starting 2022. The localization strategy for the GEWE Plan 2019-2025 needs to be fast tracked and must be aligned to the new structure and procedures of the government in connection with the new ruling. More action at the local government level is expected to happen given their forthcoming increased level of resources. DILG guidelines on the implementation of the GEWE Plan 2019-2025 to local government units will take this new context into account. Once the updated results matrices are finalized, the PCW and DILG will discuss indicators that will be monitored at the local level considering the various reporting needs for the GEWE Plan, MCW, CEDAW and the SDGs. Managing emerging The COVID 19 pandemic posed immense risk to the implementation risks to implementation of the GEWE Plan 2019-2025. The updating process was PCW’s way 247 Major Strategy Updates to safeguard the gains in gender equality and women’s empowerment and ensure that all efforts at recovery and building resilience moving forward continue to value the role of women and the perspectives they bring to national development. Aligning Agency and Along with the roll-out of the GEWE Plan 2019-2025 to the LGUs is LGU GAD Planning and the advocacy to ensure that the local governments remain cognizant Budgeting for 2020- in aligning their efforts with the government’s commitments to the 2025 with the GEWE GEWE Plan 2019-2025. The Mandanas-Garcia Ruling provides them Plan great opportunity to do more and to have increased capability to contribute to eliminating the constraints to women’s full benefit and participation in development, as actors and beneficiaries of a sustainable and inclusive society that leaves no one behind. 248 ACRONYMS ADB Asian Development Bank AFF Agriculture, Fishery and Forestry BARMM Bangsamoro Autonomous Region in Muslim Mindanao BLR Bureau of Labor Relations (under DOLE) CCC Climate Change Commission CEDAW Convention on the Elimination of All Forms of Discrimination Against Women CHED Commission on Higher Education COMELEC Commission on Elections CSC Civil Service Commission CSO civil society organization DBM Department of Budget and Management DENR Department of Environment and Natural Resources DepEd Department of Education DFA Department of Foreign Affairs DILG Department of Interior and Local Government DOE Department of Energy DOH Department of Health DOLE Department of Labor and Employment DOST Department of Science and Technology DSWD Department of Social Welfare and Development DTI Department of Trade and Industry GAD gender and development GBV gender-based violence GEWE gender equality and women’s empowerment IACAT Inter-Agency Council Against Trafficking IACVAWC Inter-Agency Council on Violence Against Women and Their Children ICT Information and Communication Technology ILO International Labour Organization IP indigenous peoples ISF informal settler families LGBT lesbian, gay, bisexual and transgender LGU local government unit MCW Magna Carta of Women MMR maternal mortality rate MSME micro, small and medium enterprises NCCA National Commission for Culture and the Arts NCIP National Commission on Indigenous Peoples NDC nationally determined contribution NDRRMC National Disaster Risk Reduction and Management Council NDRP National Disaster Response Plan NEDA National Economic and Development Authority ODA official development assistance ODA-GAD Network Official Development Assistance Gender and Development Network OFW overseas Filipino worker OPAPP Office of the Presidential Adviser on the Peace Process OWWA Overseas Workers Welfare Administration PAGASA Philippine Atmospheric, Geophysical and Astronomical Services Administration PCW Philippine Commission on Women PDP Philippine Development Plan PhilHealth Philippine Health Insurance Corporation PIA Philippine Information Agency 249 POEA Philippine Overseas Employment Administration PPA programs, projects and activities PPGD Philippine Plan for Gender-responsive Development 1995-2025 RPRH Responsible Parenthood and Reproductive Health SDG Sustainable Development Goal SOGIE sexual orientation and gender identity and expression TESDA Technical Education and Skills Development Authority UNDP United Nations Development Programme UNFPA United Nations Population Fund UNICEF United Nations Children’s Fund UN Women United Nations Entity for Gender Equality and Women’s Empowerment UNSC United Nations Security Council VAWC violence against women and their children WB World Bank WCPD women and children protection desk WEE women’s economic empowerment WRO women’s rights organization 250