1 / 14

TESDA GMEF Assessment

TESDA GMEF Assessment.

dursula
Download Presentation

TESDA GMEF Assessment

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. TESDA GMEF Assessment

  2. To identify the status and/or progress of government agencies in mainstreaming gender and development in their respective organizations, particularly in their systems, structures, policies, programs, processes and procedures in line with the implementation of the Magna Carta of Women and other GAD mandates (e.g. CEDAW, BPfA, MDGs/SDGs). To identify the organization’s strengths and good practices on gender mainstreaming (GM), along with the gaps, challenges and areas of improvement as basis of partnership-building with the Philippine Commission on Women (PCW). Objectives of GMEF Assessment

  3. Who are the Priority Agencies? Members of the PCW Board Agencies with critical roles in the implementation of the Magna Carta of Women and other women-related laws All these agencies have a mandate to do gender mainstreaming

  4. TESDA

  5. Strong Points and Areas for Improvement in GM

  6. POLICY

  7. PEOPLE

  8. PEOPLE

  9. Enabling Mechanisms

  10. PAPs

  11. Recommendations

  12. Establishment an online GAD database and GAD section in the official website; this can also encourage staff to regularly collect sex-disaggregated data and make them accessible not only for TESDA staff but for its clients, partners, and other stakeholders; Institutionalization of the use of GAD modules and conduct of GAD activities to both employees and clients (i.e. GST or GAD orientation for newly hired staff); this can be supported by an issuance of a policy or capacity building plan for both internal and external clients; Top management’s adoption of the GAD strategic framework and agenda, and integration of GAD perspective in the agency’s vision, mission and goals; as well as approval for the establishment of GAD mechanisms such as the CODI and VAW Referral System; Continuous and rigorous capacity building for the members of the GFPS to orient and familiarize them further with the use of different gender analysis tools; and Regular and institutionalized conduct of consultations with both employees and clients in order to provide them with the opportunity to surface their gender issues and also solicit suggestions on how they can be addressed.

  13. Thank you!

More Related