GROUP 1

Abigail D. Monis
Paul Jenrae Samson
Mikaella Jaraba
GENDER
■According to World Health Organization,
gender refers to the socially constructed
characteristics of women and men – such
as norms, roles and relationships of and
between groups of women and men.
■ It varies from society to society and can be changed.
While most people are born either male or female, they
are taught appropriate norms and behaviors – including
how they should interact with others of the same or
opposite sex within households, communities and work
places.
■ When individuals or groups do not “fit” established
gender norms they often face stigma, discriminatory
practices or social exclusion – all of which adversely
affect health. It is important to be sensitive to different
identities that do not necessarily fit into binary male or
female sex categories.
 GENDER
EQUALITY
■ Gender Equality refers to equal chances or opportunities
for groups of women and men to access and control social,
economic and political resources, including protection under
the law (such as health services, education and voting
rights).
■ It is also known as equality of opportunity – or formal
equality. Gender equality is often used interchangeably with
gender equity, but the two refer to different, complementary
strategies that are needed to reduce gender-based health
inequities.
GENDER EQUITY
■ More than formal equality of opportunity, gender equity
refers to the different needs, preferences and interests of
women and men. This may mean that different
treatment is needed to ensure equality of opportunity.
■ This is often referred to as substantive equality (or
equality of results) and requires considering the
realities of women’s and men’s lives.
■ Gender equity is often used interchangeably with gender
equality, but the two refer to different, complementary
strategies that are needed to reduce gender-based
health inequities.
 GENDER ROLES
Refers to what males and females are expected to do (in the
household, community and workplace) in a given society.
 GENDER
EQUALITY IN THE
PHILIPPINES
■ Last 2018, A World Economic Forum (WEF) report
showed that the Philippines remained as one of the
most gender equal countries worldwide with equal
opportunities on political and economic leadership
for men and women.
■ Manila ranked 8th in last year's Global Gender Gap
report, higher by 2 notches from last year's ranking.
It was the only Asian country in the top 10.
 The international community has identified goals and targets for
promoting gender equality in several key international instruments. As
a signatory to these instruments, the Philippines shares these
commitments to gender equality. The key international instruments
include:
■ The International Convention on the Elimination of All Forms of
Discrimination against Women (CEDAW), known as the Women’s
Bill of Rights, signed by the Philippines in 1979, and the Optional
Protocol, ratified in 2003, define what constitutes discrimination
against women and obligate governments to take action to
promote and protect the rights of women.
■ The International Labor Conventions concerning Equal
Remuneration for Men and Women Workers for Work of Equal Value
(1951) and on Discrimination with Respect to Employment and
Occupation (1958) have been ratified by the Philippines in 1953
and 1960, respectively. These conventions set the framework for
equal opportunities and treatment of all workers, regardless of their
race, color, sex, religion, political opinion, national or, social origin,
or other bases determined by national law.
■ Declaration of Elimination of Violence Against Women (1993) is a clear
pronouncement that violence against women is a violation of human
rights and fundamental freedoms.
■ The Beijing Declaration and Platform for Action (BPA, 1995) has been
implemented within the framework of the 30-Year Philippine Plan for
Gender Responsive Development. It includes agreements for
eliminating discrimination against women, eradicating poverty,
adopting measures towards placing women in key positions and it
provides recommendations concerning unpaid work. It also recognizes
women’s rights to control their sexuality and reproduction (the
number of children they want to have). The BPA takes into
consideration armed conflict situations as well as the racial and ethnic
roots which affect gender equality.
■ The Equality Act 2010 prohibits all employers, service providers and
providers of education, from discriminating against, harassing or
victimizing individuals with protected characteristics. Unlawful
discrimination would be things like: refusing to admit a child to as
school as a pupil because of their race discouraging a female
student from undertaking a course in Engineering Any individual
who believes that they have been discriminated against, harassed
or victimized as defined by the Equality Act 2010 can take a claim
to a tribunal or court. Legal action would normally be started within
six months of the unlawful act. To meet the needs of disabled
people, the Equality Act 2010 states that reasonable adjustments
can be made for disabled people, and that it is not unlawful
discrimination to treat disabled people more favorably than non-
disabled people because of their disability.
The Philippines has taken positive steps to achieve gender
equality. Its Constitution recognizes women and men’s roles
in nation-building and their equity in law. National laws and
policies to promote gender equality include the Women in
Development and Nation Building Act (RA 7192), the
Philippine Plan for Gender-Responsive Development, (1995-
2025), the Medium-Term Philippine Development Plan (2001-
2004), the Framework Plan for Women, and the Anti-Violence
Against Women and their Children Act (RA 9262). The
General Appropriation Act requires that at least 5% of the
total national or local budgets are earmarked for making
these laws and policies a reality.