Gender and

Development
(GAD)
 Development Process Seen from a
Gender Perspective
GAD is a development perspective that
recognizes the unequal status and situations
of women and men in society.

Development means both the improved

material well-being (welfare) of people and
the process by which this improved
well-being is achieved.
The concept of development also includes an
element of equality- that material benefits from the
development process should be fairly distributed,
especially to benefit those most in need, the
disadvantaged and the most vulnerable.

Gender sensitivity is the ability to recognize

gender issues, and especially the ability to
recognize women’s different perceptions and
interests arising from their different social location
and different gender roles
Empowerment is an important element of
development, being the process by which people
take control and action in order to overcome
obstacles.
Equality of Opportunity means that everybody has
an equal chance, especially for equal access, there
is no structural discrimination standing in the way of
any individual or social group.
Equality of opportunity for women would mean
ending all gender discrimination.
 Legal Mandates for GAD
1987 Philippine Constitution–Article II, Sec. 14
provides that the State recognizes the role of
women in nation-building, and shall ensure the
fundamental equality before the law of women and
men.

Republic Act 7192, Women in Development and

Nation-Building Act- laid the groundwork for
institutionalizing gender concerns in national
development efforts adopting the GAD approach in
policies and programs.
Other National Laws on Women
❖ Anti-Discrimination Law (RA 6725)
❖ Migrant Workers and Overseas Filipino Act (RA
8042)
❖ Solo Parents’ Welfare Act of 2000
(RA 8972)
❖ Anti-Mail Order Bride Law (RA 6955)
❖ Anti-Sexual Harassment Law (RA 7877)
❖ Anti-Rape Law (RA 8353)
❖ Special Protection of Children Against Child
Abuse, Exploitation and Discrimination Act (RA
7610)
❖ Sexuality Education (LOI, 47, 1972)
❖ Others
 ANTI-SEXUAL HARASSMENT ACT OF 1995 –
REPUBLIC ACT NO. 7877

Who are the potential offenders of Sexual Harassment:

❖ employer
❖ trainer
❖ employee
❖ Manager
❖ supervisor
❖ teacher /professor
❖ coach
❖ any other person who have the authority, influence and
moral ascendancy over
Sexual Harassment is committed in the workplace when:

sexual favor is made as a condition in the hiring, re-employment

or continued employment of an individual or in granting victim’s
favorable compensation, terms, conditions, promotions or
privileges;
- refusal to grant sexual favor results in discrimination against
the employee;
- the act of harassment result in an intimidating, hostile or
offensive environment for the employee;
 - it is done against one who is under the care, custody or
supervision of the offender;
- it victimizes one whose education, training,
apprenticeship or tutorship is entrusted to the offender;
Sexual Harassment is committed in school or
training environment when:
- sexual favor is made as a condition to giving
passing grades, granting honors and scholarship
or paying a stipend, allowance or other benefits.
 Classification of sexual harassment
A. Grave offenses
1. Unwanted touching of the private parts of the body,
genitalia, buttocks and breasts;
2. Malicious touching;
3. Sexual assault
 Classification of sexual harassment
A. Grave offenses
1. Requesting sexual favors in exchange of employment,
promotion, local or foreign travels, favorable working
Conditions or assignments, a passing grade, the granting
of honors or scholarship, or the grant or payment of
stipend or allowance.

B. Less grave offenses

1. Unwanted touching or brushing against a victim’s body;
2. Pinching;
3. Derogatory or degrading remarks directed toward
the member of one sex or one’s sexual orientation or
used to describe a person; verbal abuse or threats with
sexual overtones;
 C. Light offenses
1. Suspiciously looking or stealing a look at a person’s
private parts or worn undergarments;
2. Telling sexist/smutty jokes or sending these through
text, electronic mail causing embarrassment and carried
out after the offender has been advised that they are
offensive, or even without such advice, when they
are by their nature clearly embarrassing & offensive.
3. Malicious leering (looking sidewardly to a person to look
flirtatiously);
4. The display of sexually offensive pictures, materials and
graffiti;
5.Unwelcome inquiries or comments about a person’s
sex life;
6. Making offensive hand or body gestures at a victim;
7. Persistent unwanted attention with sexual overtones;
8. Unwelcome phone calls with sexual overtones causing
discomfort, harassment, offense or insult to the
receiver.
Anti-Sexual Harassment Act of 1995 – Republic Act
no. 7877
-is an attempt to penalize the crime of sexual
harassment occurring only in the employment,
educational and training environment in the public
and private sectors.
Penalties:
For light offenses:
First offense - reprimand
Second offense - fine or suspension not exceeding thirty
(30) days
Third offense - dismissal

For less grave offenses:

First offense - fine or suspension not less than 30 days
and not exceeding 6months
Second offense - dismissal

For grave offenses

Dismissal
 Sexual Harassment violates an individual’s
right to job security and equal opportunity.
Sexual Harassment often takes place within the
context of an employer-employee relationship, it
does happen in other types of relationships where
one party enjoys a particular advantaged position.
It also happens between peers, as
experiences of many women show.
Within the context of gender inequality, men
are wielders of power, and with other forms of
violence against women, sexual harassment is an
affirmation of male superiority and domination.
 Women victims are often forced to suffer in
silence for fear of exposing themselves to
ridicule and of inviting reprisal from their
aggressor.

If you are a victim of Sexual Harassment…

Hold your ground! Say NO! and put a stop to
the harassment;
Immediately report the harassment to the
concerned person or office with your work of
place or institution (immediate superior,
human resource department, guidance
counselor, GAD Committee, etc.;
 If possible, narrate the incident to a third person
you can confide in;
File a complaint of sexual harassment under
the appropriate rules and regulations of your
department/agency/institution, under RA 7877 or
other provisions of the Revised Penal Code;
Do not believe the myth that sexual
harassment is actually meant as a compliment;
Be actively engaged in developing an
anti-sexual harassment policy in your workplace or
institution;
• Do not forget to seek counseling and to
have your own support group;
•Conduct an awareness program to inform
others about sexual harassment.
GOOD DAY!