Session 8

SESSION 8: Understanding
Gender and Development As

An Approach to Development
INTRODUCTION
Gender and Development as an approach and practice perspective is applied in all and
by all program components of Pantawid Pamilyang Pilipino Program. As an approach,
GAD seeks not only to integrate women into development, but to look for the potential
of Pantawid Program as a development initiative to help TRANSFORM UNEQUAL
GENDER RELATIONS within Pantawid homes by primarily empowering women as
key Program partners.
Further, GAD as a practice perspective recognizes that gender biases may be
inadvertently carried out in implementation and therefore, impede development. By
impeding development, members and partners of the Pantawid Program may in the
process be prevented from attaining their full potentials. As such, the Pantawid
Program through its gender component enables actors and partners and household
beneficiaries to become effective contributors to development and nation-building. It
seeks to expand their capacities “TO DO” and “TO BE”. Capacity to do refers to how
individuals are able to per
CAPACITY
TO DOto how individuals are able to perform the things they want to do in
Refers
pursuit of a better life.
CAPACITY
TO BE individuals the opportunity and resources to attain their aspiration
Gives
for a better life.
DUTY BEARERS
Who are obligated to ensure that GAD perspective is integrated in all
cycles of program management, from program planning and
budgeting, to implementation, to monitoring and evaluation.
What is Gender
Mainstreaming?
• Gender mainstreaming recognizes that development activities may ignore
gender biases that lead to unequal impacts among men and women
beneficiaries. It also moves from inclusion of women per se in the
development agenda to changing or transforming the agenda in order to
respond adequately to the realities and needs of both women and men.
• Gender Mainstreaming (GM), identified as a strategy to integrate gender
perspectives in institutional policy, programs and activities. It is
operationalized through building GAD capacities and sharing
accountability in all areas, and at all levels of program and project
implementation.
FOUR GENDER
MAINSTREAMIN
G ENTRY POINT
These are official statements and pronouncements
of support for gender mainstreaming issued by the
organization. These may be in the form of
department orders, special orders, administrative
orders, memoranda and executive orders that spell
out the commitment of an organization to pursue
gender mainstreaming. This category also includes
national and sectoral plans, specific guidelines,
manual of implementation and the GAD
framework/strategic plan. In the case of DSWD,
this is indicated in administrative order no. 5 series
of 2012 or the department’s GAD mainstreaming
framework. For pantawid, its customized GAD
mainstreaming framework is still being planned for
consolidation.
These are the relevant stakeholders who
assume the task of gender mainstreaming in an
Power
organization. Critical to the success of gender
Over
mainstreaming are the following: (1) GAD
champions among top management who
actively support the GM program; (2)
recognition of GFPS and staff members as
GAD experts; and (3) clients (internal and
external) able to participate in the planning,
Power
implementation and monitoring and evaluation
With
of programs, activities and projects. In the case
of pantawid, these are manifested in its
ladderized GAD capability building
interventions for staff.
ENABLING MECHANISM
these are systems and mechanisms installed in the organization and the funds
allocated for GAD activities such as the GAD Focal Point System (GFPS) and
Knowledge Management (KM) System. The success of any gender
mainstreaming effort depends, to a large extent, on the resources allocated and
the mechanisms that are institutionalized to implement it. Another example of
an enabling mechanism for GAD is the GAD Funds Audit of the Commission
on Audit (COA) that greatly helped to ensure institutional compliance to the
minimum 5% utilization of the GAD budgets of agencies and local government
units. In the case of Pantawid, these are seen through its GAD Focal Designates
for every division, who are themselves members of the Pantawid GAD Working
Group.
These are flagship programs or activities and projects that
serve as a strategic entry point to 108 | P a g e mainstream
GAD in an organization. Paps are the most practical entry
point since it involves the actual implementation of the
mandate of an organization. Examples of paps are the
review and issuance of revised GAD policies, application
of gender analysis tools, and conduct of GAD advocacy
and regular updating of GAD mechanisms such as the
AND GAD database. In the case of pantawid, these are
demonstrated through the collection of gender red sites
through regional GAD mapping activities, generation of
gender red flags by each division or program component,
which call for improved and gender responsive
interventions such as case management. Why gender and
development (GAD) is important to our
Why Gender and Development (GAD) Is Important to our
Work?
1. Because DSWD is a government department with major

stakes in improving the lives of the poor, the vulnerable, and
the disadvantaged. By employing GAD as a development
approach and practice perspective, we should be able to
recognize the gaps and differentials that are gender-based
and provide appropriate interventions to close them in.
DSWD VISION
The Department of Social Welfare and Development envisions all
Filipinos free from hunger and poverty, have equal access to
opportunities, enabled by a fair, just, and peaceful society.
DSWD VISION
To lead in the formulation, implementation, and coordination of
social welfare and development policies and programs for and
with the poor, vulnerable, and disadvantaged.
2. As a human capital investment program through health and education for
children 0-18 years old and their mothers, Pantawid Pamilya Program has a
strategic duty to address any possible gender biases in implementation that may
reinforce gender-based discrimination and oppression of the already vulnerable
sectors that it serves. Thus, as a program, its gender-responsiveness should be
ensured. Through Family Development Sessions, Pantawid has the capacity to
heighten 109 | P a g e awareness amongst a critical mass having influence over
some 4.4 million Filipino households. Such critical mass can be mobilized for
having transformed gender relations amongst their own homes, by being allies,
champions, and advocates in fighting gender-based discrimination and effecting
better and safer families and communities for ALL, especially the vulnerable.
SYTHESIS
GAD is about being faithful to the principle that: DEVELOPMENT IS FOR ALL. Fairness and
Equity demands that everyone in society, whether male or female has the right 116 | P a g e to the
same opportunities to achieve a full and satisfying life. Gender role stereotyping and consequent
subordination of women to men is a deterrent to development since gender issues and concerns
are often overlooked in development process. Gender issues affect all. But instead of solving
them, we all contribute to their perpetuation.  Everyone who believes in the vision of attaining
a full and satisfying life for all has an obligation to help pursue GAD. We are mandated by
international treaties/ commitments, laws and policies. We are custodians of people’s trust and
resources. We have the power, knowledge, skills and resources to make development work for
everybody. We are committed to the Poor; We are committed to Respect to Human Dignity and
Service Excellence. For these reasons, DSWD and Pantawid Pamilyang Pilipino Program are
committed to GAD as a development approach and practice perspective
23 Whatever you do, work heartily, as for the Lord and not for men, 24 knowing that from the Lord you will
receive the inheritance as your reward. You are serving the Lord Christ. | Colossians 3:23-24

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SESSION 8: Understanding

Gender and Development As

1. Because DSWD is a government department with major

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