A Compendium of Gender and Development Initiatives
of the Civil Service Commission

Pushing for GAD:   Pit stops, Surges and Waves

           Even before gender mainstreaming in government was formally introduced in 1994 by the National Commission on the Role of Filipino Women, long before gender sensitivity became vogue or a buzzword, the Civil Service Commission (CSC) has been espousing gender equality in the bureaucracy. For roughly two decades, CSC has drawn up definitive programs and policies that reflect gender responsiveness.

           The Commission lays no claim though in first taking the less traveled gender mainstreaming road. CSC realizes as well that gender sensitivity is a continuing process, one long, at times rough and bumpy, at times smooth and seemingly endless, ride. Thus, the Commission has come up with a compendium, Pushing for GAD: Pit stops, Surges and Waves, to chronicle the broad range of Gender and Development initiatives of the Commission both at the central and regional offices. These initiatives prove one vital principle: that GAD mainstreaming is possible and plausible.

           More than reflecting however the creativity, innovativeness and resourcefulness of CSC personnel, this compendium indicates the Commission’s high level of commitment in gender mainstreaming. CSC only hopes to inspire other agencies into adopting and implementing these strategies, hoping that these will all but redound into a better public sector workforce.

           The early 90s was marked by the issuance/adoption of pioneering policies and programs.

           In April 1989, the CSC established the Commission Day Care Center where employees’ children are entrusted to a caregiver. The center aims to address the problem of parents who worry about leaving their children unattended at home. In most instances, the parents, particularly the mothers, resort to being absent from work. With the center, parents can continue to work without having to worry about the kids who are just within the office premises.

           A full flexitime schedule was enforced in 1989. CSC Memorandum Circular No. 14 allows employees to start and end work at a time convenient to them provided that the same shall not be prejudicial to the prompt and efficient delivery of service.

           In 1990, the Commission implemented the EQUALITY ADVOCATES program or EQUADS. The EQUADS program promotes equality of treatment and opportunities in the workplace by eliminating discrimination due to gender, ethnic or social origin, religious belief, physical disability or political affiliation. Trained Equality Advocates were designated in 1991 in the then 14 administrative regions of the country. These EQUADS look into cases of discrimination, answer queries, offer advice and provide counseling to aggrieved employees.

           B. A Continuing Agenda

           Existing civil service policies were re-visited, reviewed and enhanced towards making them gender-responsive. These policies are thus enumerated and described.

           In 1991, maternity leave benefits were revised. As stipulated in CSC Memo Circular No. 17, s. 1991 the Maternity Leave Law was modified to allow a woman the option to return to her work before the expiration of her two-month leave. This adjustment will allow her to receive the benefits granted under the Maternity Leave Law and the salary for actual services rendered effective the day she reports for work.

           The CSC promulgated in 1994 Memo Circular No. 19 the anti-sexual harassment policy in the workplace. The said circular defines sexual harassment and characterized it as an administrative offense of either Grave Misconduct, Conduct Prejudicial to the Best Interest of the Service or Simple Misconduct.

           The support of public sector unions was enlisted also in 1994 for Project Talaan. Talaan paved the way for the drawing up a checklist of reasonable working conditions that enhance employee productivity. Health and sanitation, security and safety, overtime services, leave privileges and working hours were among the areas considered in the checklist.

           In 1995, CSC took active part in the Career Advancement Program for Women in Government Service (CAPWINGS), a program that seeks to promote the advancement of women in government through a three-pronged strategy: capability-building and advocacy, policy strengthening and/or development, and enhancement of support mechanisms.

           Leave privileges were expanded in 1996. The Commission, through Memorandum Circular No. 6, grants state employees special leave privileges to enable them to attend to milestones of their lives such as graduation, enrolment, anniversary, birthday, hospitalization, funeral and relocation.

           To complement the maternity leave enjoyed by women, CSC jointly penned with the Department of Health the policy granting paternity leave. This privilege is granted to a married male employee, allowing him to take a leave for seven days with pay to enable him to lend support and care for his wife in her period of recovery, either after delivery or miscarriage, and in taking care of the newly-born.

           To provide information on the plans, programs, social benefits, privileges and career opportunities for women government workers, the Commission developed a Primer on Women in Government Service. Said information material was distributed to various government agencies and GAD focal persons.

           Addressing the need to level the playing field, the Commission issued in 1999 a directive (CSC Memo Circular No. 8) calling for equal representation of women and men in third level positions in government to promote gender equality. Corollary to the move of supporting the appointment of women to critical posts in government, a Directory of Women on the Move was produced, also in 1999. The Directory is a compilation of organized and strategic information about qualified women for vacancies in the Cabinet and other executive positions.

           C. Pioneering Initiatives

           The start of the new millennium witnessed intensified efforts in the pursuit of GAD.

           The Commission has integrated as well GAD perspectives in the most visible of its programs, the conduct of civil service tests. Through the Examination, Recruitment and Placement Office, CSC integrated GAD perspectives in civil service exams via two methods: (1) the use of the indirect approach in which GAD concepts, issues and statistics are used as scenarios/situations in test items, regardless of the areas being measured; and (2) the use of non-sexist language in all test items. Orientation programs for special examiners on the use of non-sexist language in the construction of test items were likewise conducted, complemented by a mini-handbook.

           Women occupying senior-level managerial positions in government organized themselves as Women Executives Against Graft (WAG). The group was formed during a women’s forum organized by the CSC, the NCRFW and the Career Service Executive Board. WAG aims to build a critical mass of government offices that are graft and corruption-free.

           In 2001, the Commission formulated the Administrative Disciplinary Rules on Sexual Harassment Cases. Considered a landmark issuance of the CSC, the new Rules provide for the consistent and uniform rules of procedure in investigating, prosecuting and resolving sexual harassment cases in government offices. Presented to President Gloria Macapagal Arroyo, the new rules harmonized the provisions of Republic Act No. 7877 otherwise known as the Anti-Sexual Harassment Act of 1995 and CSC Memo Circular No. 19, s. 1994. The new rules paved the way for the protection the rights of women and men in government as well as creation of a healthy working environment.

           The Commission, through the Office for Legal Affairs and in partnership with the NCRFW, came up with two publications: Fighting Sexual Harassment in the Bureaucracy: A Manual; and Sexual Harassment Cases: A Compendium. The Manual on Fighting Sexual Harassment in the Bureaucracy presents in detail the legal bases of the anti-sexual harassment law and discusses the new administrative rules on sexual harassment. It provides the general principles to be followed when resolving such cases and presents a step-by-step procedure in handling complaints. It also underscores the accountability of the agency head in monitoring and ensuring that sexual harassment cases are properly and decisively addressed.

           On the other hand, the Compendium on Sexual Harassment Cases contain CSC, Court of Appeals and Supreme Court decisions on sexual harassment.

           Pursuant to the Solo Parents Welfare Act of 2002 which directs government to develop a comprehensive program of services for solo parents and their children, the Commission granted maternity leave benefits to women, whether married or unmarried. Previously, only married women were given maternity leave privileges. Also, the Commission issued a directive granting seven (7) days of parental leave to solo parents in recognition of their parental responsibilities and obligations.

           Among the salient provisions of the Administrative Disciplinary Rules on Sexual Harassment is the creation of the Committee on Decorum and Investigation (CODI) in all government agencies. The CODI shall be responsible for receiving and investigating sexual harassment complaints. Capability-building programs were designed for those who will conduct training programs on the anti-sexual harassment rules and policies. The training manual, with two versions prepared each for the trainer and the participant, was pilot tested in 2003 in Manila and Cebu. Complementary initiatives include the production and dissemination of communication support materials such as posters, stickers and comic books. A memorandum of agreement was signed with the Department of Education for the conduct of training on sexual harassment with the CODI of the agency’s regional and division offices.

           At the home front, a total of 108 rank-and- file employees attended the orientation on anti-sexual harassment organized by the Office for Personnel Management and Development. Employees have also began to look forward to the celebration of Women’s Month in March as a host of activities are lined by OPMD. These activities include physical check up (pap smear and mammogram exams for women and prostrate exams for men), mass calisthenics, parenting workshops, film showing, and “piknik ng kababaihan”.

           In January 2004, the Commission through the Human Resource Development Office, developed a training design on Gender Sensitivity Training (GST) Program. The program aims to enhance awareness and deeper understanding of gender concepts and the manifestations of gender bias. The GST program was pilot tested also during the year.

           Despite the inroads made in promoting anti-sexual harassment rules and policies, the Commission assumed still an active role in advocating for the passage of law that ends violence against women (VAW). CSC’s efforts bore fruit as the law was eventually passed. The next logical step is the formulation of the law’s Implementing Rules and Regulations, in which task the Commission is an active participant.

           To strengthen GAD mainstreaming in the CSC, a core of GAD advocates was constituted at the central and regional offices. The GANG, which is voluntary and official in nature, is envisioned to serve as a formidable voice of people working in unison towards the promotion of gender and development.