ORGANIZATIONAL ASSESSMENT

Factor Present Absent

ORGANIZATIONAL FACTORS

Mandate and objectives

Are these gender-sensitive? Too generic; must be revisited Subject Organization to GMEF

Do these express commitment Yes, directly addresses the and further gender analysis

to improving human condition? intention of empowering with other experts

communities with improved

health seeking behaviors

Are these commited to Yes, but not deliberately

gender goals? comitted to gender goals

Sponsorship for GAD

Do key decision makers understand They are not fully aware of GAD GAD orientation

and support GAD goals? and intention behind it

Are there prime movers for GAD Yes, there are, however

in the agency? needs to broaden knowledge

Gender sensitivity of co-workers

Are co-workers sensitive? No, sexual harassment is present Gender-sensitivity

but not victim is not fully aware and consciousness

that it is a form of sexual

harassment

Do they accept GAD concepts and Yes, they are eager and

goals? awaiting for GAD activities

Do they see the relevance of GAD Yes, through informal

in their work? In their home life? conversations, there are

indicative signs of using gender

lens into personal and political

aspects

Gender responsiveness of

organization

Are decision-making processes Yes, partly they are participatory Subject organization to

gender sensitive? Gender audit and

Are employment policies (recruitment, No, some of them are gender- analysis

maintenance, and promotion) blind specifically our HR policies

gender-sensitive?

Are office procedures and practices Yes, but can be improved

gender-sensitive?

Is the database sex-disaggregated? Yes, but for regional indicators,

some of the data for

consolidation omits the SDD

Are there individuals in the None.

organization who are equipped

gender analysis and planning

skills?

PROGRAM FACTORS

Integration of GAD in routine work

What can be done to improve the situation

ORGANIZATIONAL ASSESSMENT

Are GAD messages and concepts Mostly are not including gender Revisit IEC materials for

integrated in the regular education, approaches in training and its gender sensitivity and

training, and service programs other service programs responsiveness

of the agency?

Are participatory processes used by Yes, we are gradually involving

the agency in the design, other external and internal

implementation and evaluation partners in the development

of programs? of programs

Gender fair messages

Is sexism present/absent in IEC There are some notable sexist Revisit IEC materials for

materials innuendos in the IEC its gender sensitivity and

responsiveness

Is gender stereotyping maintained Stereotyping is still present

or removed? especially in reproductive health

Are innovative and non-traditional Partyly yes

roles promoted by print and

other materials, and by services?

Recognition of multiple roles

Are practical and strategic needs Yes, but most of the programs Example of this is SHIs and Focus attention to key

addressed by the program? are only adressing practical pink health cards strategic needs

needs

Institutionalization of GAD

Is there an individual or group Yes, there will also be Involve GAD specialists and

responsible for mainstreaming a committee for this groups in the advocacy

gender? Is a budget maintained

GAD-related activities?

Is the agency in touch with Not yet.

other GAD practitioners

GAD Activity Gender Issue/GAD mandate

Cause of the gender issue

Target for Year 1

Target for Year 2

Target for Year 3

Develop the Gender Mainstreaming Plan Develop a Capacity Development Map P/A/P should be left gender insensitive, gender unresponsive

designing appropriate intervention courses for GAD

GAD Planning OPIF as a main source of MFO

gender lens re-check and validate to the appropriateness of OPIF/MFOs to GAD performance indicators

Raising awareness ADVOCATES Incubation projects

should be different for GAD focal point from the employees using incubation projects as a way of mainstreaming programs for GAD

Develop CORE GAD messages for health and for clients

as "sexy" as possible Use Framework Plan for Women for client-focused (women's economic empowerment, women's human rights, gender responsive governance)

Always build monitoring Use GMEF for organization focused activities (level of gender mainstreaming)

Leasons learned sessions and document using Harmonized Gender Development Guide(HGDG)

and post the results

do a GAD locator - highest effective indicator - low cost; high value) Focus on these areasGAD BUDGET Utilization Towards Gender Responsive Governance bantay sa dagat

Transparency mechanisms Promotion of Women's Economic Empowerment

Crafting of internal check and control on the use of GAD budget Millennium Development Goals

BAI

Instead of activities think of the BIGGER impactBFI local health accounts walang stratehiya, kung walang makatarungang storyauni-directional approaches multi-tiered approaches walang GRB plano, kung walang kaparis na tamang konteksto