21. Gender Sensitization
- Is the teaching of gender sensitivity
and encouragement of behavior
through raising awareness of gender
equality concerns. The goal is to
address issues in gender equality and
encourage participants to pursue
solutions
24. What is Gender Sensitivity
and why is it important?
Gender sensitivity is behavior that
avoids discrimination by understanding
and accepting the multiple differences
between men and women. It is a way
of thinking that fosters respect and
compassion for others regardless of
these differences.
27. What is the importance of gender
sensitivity in workplace?
Because men and women think
differently and obviously, have varying
perspectives. The first and most
important aspect of gender sensitivity is
to be open to the perspective and
feelings of any colleague of the opposite
gender.
28. What is the role of the teacher in
gender sensitization?
Provide interventions to ensure that
students have equal opportunities to
both create and obtain their goals.
29. What is the role of the teacher in
gender sensitization?
30. How is Gender Sensitization
important in educational
institutions?
It is the basic requirement to
understand the sensitive needs of a
particular gender. It helps us to examine
our personal attitude and beliefs thus
questioning the realities that we
thought we knew.
31. What are examples of gender
sensitivity?
Refraining from discriminating on the
basis of gender
Treating everyone with equal respect
Offering gender sensitivity training to
all employees
40. Insensitive to Gender Sensitive to Gender
policeman
chairman
businessman
wife
Gender-Sensitive Language
king size
police officer
chair, chairperson
entrepreneur
spouse
Jumbo, gigantic
41.
42.
43. DepEd Order No. 63 s. 2012
Guidelines on the Preparation
of Gender and Development
(GAD) Plans, Utilization of GAD
Budgets and Submission of
Accomplishment Reports
44. Observe these Guidelines:
a. The GAD Plans incorporating PPAs
must be issue-based resulting from
gender analysis and research ensuring
that different concerns and issues of
both women and men are equally
addressed in the GAD Plans and
Budgets (GBPs)
45. Observe these Guidelines:
b. The GAD Focal Point System
members or central and field GAD
coordinators shall take lead in the
preparation of the GBP; monitor the
implementation and results of the
PPAs and submission of
accomplishment reports to SDSs or
RDs.
46. Observe these Guidelines:
c. The existing sex-disaggregated data
in the unified information system (UIS)
or the Basic Education Information
System (BEIS) shall be used for
planning, budgeting and policy
formulation.
47. Observe these Guidelines:
4. It is understood that the GAD Budget
does not constitute an additional budget
over an agency’s total budget
appropriations nor a separate five percent
(5%) taken from the total agency budget
is readily available. The approved issue-
based PPAs arising from research and
gender analysis, determine the annual
GAD Budget.
49. CAN be charged
1. Approved PPAs included in the PCW-
endorsed DepEd GAD Plan with detailed
budgetary expenditure requirements.
2. Capacity Development on GAD
3. Activities related to the establishment
of enabling mechanisms which support
GAD efforts of agencies ex. GAD Focal
Point System and VAW Desks
50. CAN be charged
4. Salaries of agency personnel assigned
to plan, implement and monitor GAD
PPAs on a full time basis (not applicable
to regular employees)
5. Programs to address women’s practical and
strategic needs provided these have been
previously approved by DepEd Central Office
and Philippine Commission on Women (PCW)
51. CAN be charged
6. Consultation workshops to gather
inputs for GAD Plan and other GAD
mechanisms and processes
7. Professional fees and honoraria of external
GAD experts for trainings and related
activities
52. CAN be charged
8. Development, printing and
dissemination of information and
education campaign materials which
support GAD PPAs.
9. Women’s Month activities which are clearly
aligned to the yearly theme determine by the
PCW Board and GAD Advocacy
54. CANNOT be charged
1. PPAs which are not in the DepEd GAD
Plan and not endorsed by PCW
2. Personal services and honoraria of GAD
Focal Point System members and other GAD
employees assigned to do GAD work.
3. Physical, mental and health fitness including
purchase of equipment, recreation and social
activities and others EXCEPT can be justified clearly
addressing specific gender issues
56. (1) Gender issue and /
or GAD Mandate
Women workers lack access to social
protection services and welfare programs
(2) Cause of the Gender issue
Women workers are not aware of
government services on social protection,
services and welfare programs
57. (3) GAD Result Statement/
GAD Objective
Increased awareness women workers on
government services on social protection
services and welfare program
(4) Relevant Agency
Social protection and welfare services
58. (5) GAD Activity
Purposive information dissemination on
government services on social protection
services and welfare program
(6) Output Performance
Indicators and Target
At least 10 groups of women workers
informed on how to access social
protection services and welfare programs
61. Columns 1-6
Refer to the GAD Plan
(7) Actual Results (Output/Outcome)
This column reflects all the results/ outputs
of the GAD activities that were conducted and or
Implemented. It shall provide a description of the
change that has occurred after implementing
a particular GAD activity.
63. Remember:
1. Prepare the GAD Accomplishment Report
For submission
(5% allocation for GAD PPAs must be liquidated)
2. Prepare the Annual GAD Plan and Budget
For the coming FY.
