Policy and Guidelines

PREAMBLE

We, the faculty, administrative body, and students of Southern Luzon State University, stand as ONE in promoting a gender-sensitive environment which entails outright commitment to the pursuit of respect to all people of all genders, to proactively respond to abuse, violence, exploitation of children, bullying members of LGBTQ+, and discrimination, and to promote freedom of expressing oneself through responsible and empowering praxis that leads to the attainment of highest human potentials.

GENERAL PROVISION

1. This document shall be known and cited as the “Guidelines on Promoting Gender Equality and Prohibiting Discrimination Based on Sexual Orientation, Gender Identity, and Expression in Southern Luzon State University.” It shall also be known as SLSU Gender Guidelines.”
2. This document shall be open for amendments in the future and shall be prospective in nature.
3. The SLSU Gender Guidelines shall be applied to offices and units, following the established organizational structure of the university.
4. Southern Luzon State University, hereinafter signified to as “University” upholds the principles of human rights and gender equality.
5. The University upholds the 1987 Constitution which explicitly recognizes the role of women in nation-building and the fundamental equality before the law of women and men, as well as the Magna Carta of Women (Republic Act No. 9710) and it’s implementing rules and regulations.
6. The University pursues the sustainability of the potentials of all persons, specifically those who are marginalized and socially excluded, are fully developed.
7. The University denounce and take actions to all forms of discrimination, abuse, exploitation, violence, that hinder the full partaking of women and men in economic, social, cultural, civil and political life of the university.
8. The University upholds to postulate healthy and gender-sensitive, gender-responsive, and gender proactive environment, and undertakes institutional measures to correct them.

DEFINITION OF TERMS

1. Audit of GAD Funds refers to a comprehensive audit of the University policies, fun programs, projects, and activities focusing on the area of gender and development to determine economy, efficiency, and effectiveness of interventions in addressing gender issues in the University (Section 7B, Rule II, IRR, Magna Carta of Women). It shall see to it that at least five percent (5%) of the total budget appropriations required for gender and development under existing laws and regulations were indeed appropriated and properly utilized for the purpose.

1. Employee refers to anyone who has an official appointment or designation in the University’s academic or administrative units, as well as anyone who works in the University as casual, contractual, job order, temporary, or permanent personnel and does not have an employee-employer connection.

1. Focal Point System refers to interaction and interdependent group of people in all government instrumentalities tasked to catalyze and accelerate gender mainstreaming. It is a mechanism established to ensure and advocate for, guide, coordinate, and monitor the development, implementation, review and updating of their GAD plans and GAD-related programs, activities and projects (PAPs).

1. Gender refers to the socially-built or -established distinction roles, attitudes, actions, an values between men and women. The terms “gender” and “sex,” which relate solely to biological variations between men and women, are not interchangeable. They are acquired through the process of socialization. ese distinctions decide what is appropriate for members of the group.

1. Gender and Development (GAD) refers to a participatory and empowering development approach and process that is egalitarian, sustainable, violence-free, and respectful of human potentials. It aims to make gender equality a core principle that should be reflected in development decisions; it aims to change society’s social, economic, and political institutions; and it examines the legitimacy of gender roles assigned to men and women; argues that people are active agents of development rather than passive beneficiaries of aid, and it emphasizes the necessity for women and other oppressed groups to organize and engage in political processes in order to increase their legal rights.

1. Gender Audit refers to a type of social audit or quality audit that examines whether an organization’s integral gender mainstreaming procedures and related support systems are successful, mutually-reinforcing, and being followed. is technique or process aids business in creating a baseline, identifying important gaps and difficulties, and offering solutions.

1. Gender Equality refers to the principles of asserting the equality of men and women, as well as their right to equal conditions in which to realize their full human potential and contribute to and bene t from the outcomes of development, as well as the state’s recognition that all human beings are free and equal in dignity and rights.

1. Gender Mainstreaming refers to a method for ensuring that all people, regardless of gender, bene t equitability and that inequality is not perpetuated in the design, implementation, monitoring, and assessment of policies and programs in all social, political, civic, and economic arenas. It is the process of evaluating the effects of any planned action, such as laws, policies, or programs, in all sectors and at all levels in order to achieve gender equity and equality.

1. Gender-responsive

1. Gender-sensitive

1. Gender-based Violence refers to a catch-all word for any damaging act committed against a person’s will that is motivated by socially-imposed (gender) inequalities between males and females. Men and boys may be victims of violence based on socially-determined roles, expectations, and behaviors linked to ideas about masculinity. While women and girls are the primary victims of gender-based violence because of their perceived subordinate status in relation to men and boys around the world, men and boys may also be victims of violence based on socially determined roles, expectations, and behaviors linked to ideas about masculinity.

1. Violence Against Women (VAW) refers to any act of gender-based violence that causes or is likely to cause physical, sexual, or psychological injury or suffering to women regardless of whether it occurs in public or in private. It shall be understood to encompass, but not limited to, the following:

1.1. Rape, sexual abuse, sexual harassment, and intimidation in a professional or educational setting are all examples of physical, sexual, and psychological violence and:

1.2. Physical, sexual, and psychological violence occurring in a work- or education-related environment perpetrated or condoned by the university system whether directly or indirectly. It also includes acts of violence against women as defined by Republic Act Nos. 9208 or the Anti-trafficking of Persons Act of 2003 and 9262 or the Anti-Violence Against Women and Their Children Act of 2004.

Gender-based violence can also be defined as acts that obstruct or negate a person’s enjoyment of human rights and fundamental freedoms under international law or human rights treaties. ese rights and freedoms include:

1. The right to life;
2. The right not to be subject to torture o to cruel, inhumane or degrading treatment or punishment;
3. The right to equal protection according to humanitarian norms in time of international or internal armed conflict;
4. The right to liberty and security of person;
5. The right to equal protection under the law;
6. The right to equality in the family;
7. The right to the highest standard attainable of physical and mental health; and,
8. The right to just and favorable conditions to work.
9. GAD Head/ GAD Focal Point Person refers to the appointed person by the University President to take a lead role in direction-setting, advocacy, planning, monitoring, and evaluation; technical advisory on mainstreaming GAD perspective in SLSU programs, projects, activities, and processes.

1. LGBTQ+ refers to the abbreviation for lesbian, gay, bisexual, transgender, and queer, along with cis-gendered individuals. They are terms used to describe people’s sexual orientation or gender identity.

1. Marginalization refers to basic, disadvantaged, or vulnerable individuals or groups in the university. These include, but are not limited to, women in the following sectors and groups:

1. Children refers to those who are under the age of eighteen (18), unable to adequately care for themselves or defend themselves from abuse, neglect, cruelty, exploitation, or prejudice due to a physical or mental impairment or condition.

Persons with disabilities refers to those who are unable to perform an activity in the manner or within the range considered normal for a human being due to mental, physical, or sensory impairment, as defined in Republic Act No. 7277, as amended by Republic Act No. 9422, otherwise known as the “Magna Carta for Disabled Persons.”

Senior Citizens refers to those sixty (60) years of age and above. Solo parents refers to those who fall under the category of a solo parent defined under Republic Act No. 8972, otherwise known as the Solo Parents Welfare Act of 2000.

1. Men Empowerment refers to mobilizing men to and for self-awereness, self-esteem, integrity, and the ability to uplift others.

1. Sexuality is a central aspect of being human throughout life and encompasses sex, gender identities and roles, sexual orientation, eroticism, pleasure, intimacy, and reproduction. Sexuality is experienced and expressed in thoughts, fantasies, desires, beliefs, attitudes, values, behaviors, practices, roles, and relationships. While sexuality can include these dimensions, not all of them are always experienced or expressed.

Sexuality is influenced by the interaction of biological, psychological, social, economic, political, cultural, ethical, legal historical, and religious and spiritual factors.

1. SLSU (Southern Luzon State University) Community refers to the members of the University; officials, administrative officers, faculty members, staff, students, etc.

1. Women’s Empowerment refers to the provision, availability, and accessibility of opportunities, services, and observance of human rights which enable women to actively participate and contribute to the political, economic, social, and cultural development towards academic excellence, as well as those which shall provide them equal access to promotion, training opportunities, study, and scholarship grants.

1. LGBTQ+, Men, and Women’s Rights

1. The University takes Initiatives in Promoting Gender Equality. e University shall prohibit any practices of discrimination on the basis of gender.

2. GAD shall develop a specialized program for all gender that is based from the sex-disaggregated data and gender analysis. This is to determine their personal needs, privileges, and strengthen their gender awareness (e.g. provision of gender neutral toilets, livelihood training programs appropriate for all genders and sexuality, strengthen the scholarship programs, provision of safe and healthy environment, address abuse cases and identify control measures, promotion of mental health awareness by trainings and seminars.)

3. Concerned university committee of research on LGBTQ+, Men, and Women shall be encouraged to conduct researches about all genders, in clarifying their motivations and discovering their attitudes, perceptions, values, etc. In Conducting studies about LGBTQ+, Men, and Women, the University may be able to understand the phenomena of gender equality which can be a rich source of attending to all genders’ experiences and needs and recognizing the barriers (e.g. including having a minority experience themselves; relationships with their spouses; having bad bosses, mentors, or colleagues; attending workshops on bias; and witnessing bias in action).

4. Develop a capacity-building program and trainings for all genders that ensures a sense of inclusivity, by including all genders in the discussion and programs (e.g. trainings that advocate the value of respect, non-discriminatory acts and statement, orientation on legal actions and sanctions to cases of abuse, harassment, molestation, and all forms of violence against all genders).

5. Freedom of expression are all accepted provided that it is respectful, polite, and conforms to the ethical standards of being a professional.

6. Selection of decision makers shall be not gender-based to achieve gender balance. e University shall encourage the integration of all genders in leadership positions, provided that the applicant is qualified and possessed healthy attitude and excellent interpersonal relationship towards people. Equal opportunities and equal treatment for all genders shall be exercised. No person shall be rejected or alienated on the basis of gender and sexual orientation.

7. Equitable participation and representation of all genders within the University shall be accelerated. Integration of all genders in campus organization, leadership, scholarships, and trainings.

8. Gender-sensitive language and actions shall be observed at all times. e University shall prohibit any disrespect in gender stereotypes that may be seen and observed in educational materials, posters, policies, speeches, and actions.

9. Members of the SLSU community shall encourage gender inclusivity, hence, they are the deciding body of which pronouns they prefer. If not identified or not willing to be identified, using “they/them’, ”Mx.” shall be applicable.

10. Freedom of dress code for all genders during work hours shall be encouraged, provided that the dress code appears scholastic, formal, and appropriate (e.g. prescribed university uniform).
11. In education, scholarships, trainings, and fellowships, equal access of rights shall be exercised by all genders. The University shall make sure that all educational, training, and fellowship materials are appropriately revised.

12. Information and education dissemination, led by GAD, shall be pursued.

12.1. AVP Materials

12.2. IEC Materials

13. Pregnancy. Women officials in the University, faculty members, administrative body (permanent, contract of service, job order, casual, etc.) and students, who become pregnant shall not be discriminated by reason thereof. They shall not be dismissed, separated from work, forced to go on leave, reassigned or transferred. No diminution in ranks, pay, or status and they shall be entitled to all benefits accorded by the law. The University shall not make expulsion and non-readmission of women due to pregnancy outside marriage.

14. Pregnant University officials, faculty members, employees and students shall be assisted through available support services while in the University.

1. The Importance of Advocacy and Alliance

1. SLSU shall abide by the guidelines to the respect and promotion of empowerment and gender equality, advocacy, and alliance.

2. The importance of advocacies and alliance can change systems and prevent violence.

3. The University believes that Bisexual, Gay, Lesbian, Men, Queer, Transgender, and Women are not competitors. Empowerment does not mean domination of one gender. All genders are important in building a gender-responsive and safe environment. This section is to encourage all genders to be advocates and allies in preventing gender inequity, by demonstrating their role in preventing violence

III. Gender fair, Gender-proactive, Gender-responsive Curriculum

1. e GAD Office shall lead the perpetual instituting of trainings and seminars about gender fair, gender-proactive, and gender-responsive curriculum, for it will serve the educators to develop such curriculum. This will be effective six months but not greater than one year upon the approval of the SLSU Guidelines.

2. All colleges and satellite campuses within the University shall develop and promote gender-sensitive curriculum and instructional materials, which promote and integrate the criteria of gender concepts, values, and gender-fair language.

3. Establish minimum standards on gender sensitivity which shall be developed by the concerned academic units and which shall be integrated in the subjects/courses/training, and curricular, co-curricular and extra-curricular activities for students and trainees.

4. All colleges and satellite campuses shall adopt an all-inclusive gender-fair or gender-neutral language policy. Any discrimination that will be found in the instructional materials shall be removed.
5. The Director of the Office of Instruction and Quality Assurance shall spearhead the updating and checking of instructional materials, produced by each college, by revisiting it when necessary, to ensure that gender biases and discrimination are omitted.

6. All colleges and satellite campuses shall develop gender-fair instructional materials that ensures nondiscriminatory languages and approaches. This includes criteria about gender concepts, values, and gender-fair language. In connection, the Director of the Office of Instruction and Quality Assurance shall be knowledgeable in gender sensitivity, human rights education, and gender-sensitive language. All discriminatory languages and approaches shall be addressed by the Office of Instruction and Quality Assurance and appropriate correction shall be imposed.

7. All colleges and satellite campuses within the University shall remodel standards on gender-sensitivity that will be incorporated in the subjects/courses/training/extra co-curricular activities for students, employees, and trainees, which promotes knowledge about gender-sensitivity and human rights.

8. e Director of the Office of Instruction and Quality assurance will inform the GAD Office with regards to the career education programs, counselling services, scholarships, fellowships, and capacity-building programs, that are gender fair, gender-proactive, gender-responsive. At the same time, the said office shall submit a proposal to the GAD for allocation of budget.

9. All programs and transactions shall create policies to secure that all academic and non-academic personnel, and students, regardless of sex and gender, ethnicity, political, social, economic, and religious status and affiliations have equal access to all programs transactions.

10. No female student shall be expelled, dismissed, suspended, refused, or denied of admission, or forced to take a leave of absence from any SLSU academic unit solely on grounds of pregnancy outside marriage during her school term. When needed, students who are pregnant shall be accorded with a special leave of absence from school upon advice of the attending physician, and be given an opportunity to make up for missed classes and examinations.

1. Prevention of Violence and Providing Support

1. Guidelines and policies in preventing gender-biased violence including violence against women (VAW) and other forms of gender-based violence and abuse shall be developed,

2. Violence is defined by the Philippine Commission on Women as:

1. Rape, sexual harassment, acts of lasciviousness, treating a woman or her child as a sex object, making demeaning and sexually-suggestive remarks, physically attacking the sexual parts of the victim’s body, forcing them to watch obscene publications and indecent shows or forcing the woman or her child to do indecent acts and/or make films thereof, forcing the wife and mistress/lover in the conjugal home or sleep together in the same room with the abuser;

1. acts causing or attempting to cause the victim to engage in any sexual activity by force, threat of force, physical or other harm or threat of physical or other harm or coercion;

1. prostituting the woman or her “child.”
2. The GAD Office/GAD Focal Point Person shall take proactive actions to the reported forms of violence by:

3.1. Provision of drop boxes to receive complaints or personally accommodate clientele who are victims of gender-based violence and abuse in the university.

3.2. Facilitating the interview with the clientele and provide emotional and social support.

3.3. Referring the clientele to the appropriate institution, depending on the severity of the case (e.g. psychology department, university health services, hospital, DSWD, PNP, DOJ, CHR, and the LGU).

3.4. Checking the status of the clientele until full recovery.

4. Refusal or non-action of the office with the said reported violence is a case of negligence and subject for sanction by the Office of the University President.

5. All colleges, offices, units shall be encouraged to participate and develop programs that will strengthen the support system of the victims by producing and suggesting project proposals, AVPs, and IEC materials.

6. Information dissemination on preventing violence and abuse, for educational purposes, shall be widely disseminated by producing publication materials, AVPs, and IEC materials.

7. Linkage with PNP, DOJ, CHR, DSWD, and the LGU shall be extended by the concerned unit in the University so that appropriate assistance is given to all officials, faculty members, employees, and students who are victims of rape, sexual harassment and other forms of gender-based violence and discrimination

1. Right to Health, Self-protection, and Gender-sensitive Facilities

1. The concerned office shall develop and institutionalize a sex and gender-disaggregated report/databank on health-related concerns.

2. The concerned health service providers shall ensure comprehensive health information and education on all aspects of health to university officials, faculty members, employees, and students by producing publication materials, AVPs, and IEC Materials.

3. e University shall strive to provide all university officials, faculty members, employees and students comprehensive, culture-sensitive, and gender-responsive health services and programs. Access to management, treatment, and intervention of physical and mental health problems shall be ensured.

4. University officials, faculty members, employees and students can choose a health personnel by their gender preference, who will attend to assessment, consultation, and treatment.

5. University Health Services shall develop and propose gender-sensitive and gender-responsive health services that will tap all genders. The GAD Office is in-charge of assessing the developed program.

6. GAD Office, College of Allied Medicine, and University Health Services shall formulate standards and develop information, education, communication and advocacy strategies for the implementation of gender-responsive, gender-sensitive, and culture-sensitive health programs.

7. In appropriate cases, breastfeeding areas, child-minding centers (kiddie-fun place), health and wellness centers, shall be assisted by qualified and capable health service providers.

7.1. Health education programs shall include:

7.1.1. Age appropriate health and sexuality education taught by trained educators that are gender-responsive, gender-sensitive, rights-based and culture sensitive such as:

1. reproductive and sex education
2. birth control methods
3. self-defense trainings

7.1.2. Health programs and activities for university officials, faculty members, employees, and students with morbid cases and health issues/problems.

7.1.3. Trainings for health service providers/educators towards gender responsiveness, gender sensitivity, culture sensitivity, non-discrimination, and non-judgmental behaviors and attitudes; and

7.1.4. Centers to provide health and sexuality education and counseling, in collaboration with the Mental Health Link Hub.

1. Rights to Safe Workplace and Equal Opportunity for Employment
2. The University shall promote equal opportunities for employment and equal treatment, and strengthening social dialogue. To achieve this, the University shall facilitate adequate consultative mechanisms with workers and employers’ groups and organizations such as Faculty Association, Faculty and Employee’s Club, and Employee’s Association.
3. Transparency on the process of hiring, selection, and promotion shall be observed for all genders.
4. Work and life balance shall be advanced by the Human Resource Management Office in developing decent work hour to employees, flexible work arrangements, and anti-sexual harassment initiatives. e GAD Office shall initiate setting o the child-minding facilities.
5. The GAD Office and Human Resource Management Office must ensure the provision of support services as protection from occupational and health hazards taking into account the functions of all genders and sexes in accordance with standards established by DOLE, including but not limited to, the conduct of orientations and trainings, and provide available information, education and communication materials.
6. People of all genders and sexes shall have equal opportunities to bene t from skills training without discrimination.
7. Employers and employees shall work collaboratively in actively promoting a safe and healthy work space by observing open communication and respect to all spheres within the University.
8. In the exercise of their labor rights, all workers are free to exercise their right to self-organization and are encouraged to form unions and join associations.
9. Employees shall be allowed to observe their cultural practices in the workplace provided that the University is notified by the employee about the cultural practice/s, but not limited to religion, ethnicity, political, social, economic, and affiliations, that they need to observe and the cultural practice/s will neither hamper work efficiency of the employee nor be prejudicial to the operation of the workplace.
10. The University Administration shall give all genders and sexes equal opportunity to bene t from skills training and career advancement without discrimination.

VII. Women, Men, and LGBTQ+ Affected by Disasters and Crisis Situations

1. People of all genders and sexes affected by calamities and other crisis situations have the right to protection and security. Undisputable assistance, allocation of resources and early relocation of those affected by calamity within the University shall be provided. Hence, services can be offered are: psychological and health services.

1.1. For this purpose, the University shall ensure:

1.1.1. The University Campus Emergency Response Team (CERT) shall spearhead gender-responsive disaster management trainings to prepare the community. Adequate and culturally-appropriate facilities and provision of relief goods and services shall be done.

1.1.2. The GAD Office shall provide emergency relief items (e.g. sanitary napkins, first aid kits, relief goods, personal hygiene kit, cleaning materials, and disinfectants) to people who are affected by disasters and crisis situations.

1.1.3. A gender-responsive disaster management mechanism shall be developed by CERT to measure sexual violence in evacuation centers and relocation sites, if there are any.

1.1.4. CERT shall produce AVPs and IECs for information dissemination

VIII. Female and Male Athletes and Artists

1. SPORTS
2. In providing equal access to all genders and sexes, the Institute of Human Kinetics shall develop and establish programs for people of all genders and sexes in competitive and non-competitive sports, representing the University’s values and roles to achieve excellence and to foster a gender-inclusive community.
3. For this purpose, the University shall, within one (1) year from publication of the SLSU Gender Guidelines, establish and integrates affirmative action as a strategy to gender equality and as a framework in planning and implementing their policies, budgets, programs, and activities relating to women in sports.
4. The University shall produce sports that are equally-distributed to people of all genders and sexes.
5. The University shall provide material and nonmaterial incentives to sports organizations for promoting, training, and preparing women for competitive and noncompetitive sports, especially in local and international events.
6. Sports within the University shall offer equal awards for people of all genders and sexes, in the same sports category.
7. Trainees, reserve members, members, coaches, and mentors of sports teams, in all phases, by providing them comprehensive health and medical insurance coverage, as well as integrated medical, nutritional, and healthcare services shall be gender-sensitive.

6.1. In particular, the University shall endeavor to:

6.1.1. Encouraged the assignment of female coaches for girls and women teams;

6.1.2. Provide equal incentives and awards for both people of all genders and sexes for any competition;

6.1.3. Provide equal opportunities for scholarships and travel grants for all leaders, coaches, and athletes with adequate sport mechanism regardless of gender;

6.1.4. The Institute of Human Kinetics shall collect sex-disaggregated data in sports;

6.1.5. Publication materials, AVPs, and IEC Materials shall be produced by the Institute of Human Kinetics

1. ARTS AND MEDIA
2. The University shall strengthen programs for people of all genders and sexes in arts and media to achieve excellence of all human potentials.
3. For this purpose, the University shall, within one (1) year from publication of these, establish and integrate affirmative action as a strategy and gender equality as a framework in planning and implementing their policies, budgets, programs, and activities relating to women arts and media.
4. Material and nonmaterial incentives to arts and media organizations shall be honored by the University, providing it is within the University for promoting, training, and preparing people of all genders and sexes for local and international arts and media events.
5. Arts and media event will offer equal awards for people of all genders and sexes, in the same event category.
6. The dignity of people of all genders and sexes and their roles and contributions in all spheres of private and public life shall be promoted.
7. Malicious and unreasonable portrayal of anyone, regardless of gender or sexual orientation, in a discriminatory, demeaning, and/or derogatory manner in art and media is not encouraged, condoned, and shall not be permitted unless the medium is utilized for educational purposes.

1. Interventions to Address Di cult Circumstances that are faced by LGBTQ+, Men, and Women
2. The University shall establish strong services and interventions to victims of abuse, violence, sexual harassment, exploitation and molestation of children, bullying, and discrimination of all genders.

1.1. These services may include:

1.1.1. Free psychotherapies, psychological and psychiatric evaluation, and counseling.

The process:

1. GAD office receives the complaints of abuse, violence, sexual harassment, exploitation and molestation of students, bullying, and discrimination to all genders of faculty and employee.
2. GAD office will forward the data of the clientele to the Psychology Department of College of Arts and Sciences.
3. The Psychology Department of College of Arts and Sciences, specifically psychometricians, will evaluate and assess the victims, clientele, as to the extent of their trauma.
4. Referral to the psychologists of the University for Psychotherapy.
5. Referral to the faculty members of College of Allied Medicine who majored in Psychiatric Nursing for counselling.
6. The College of Arts and Sciences and College of Allied Medicine shall continuously make follow-ups regarding the progress of the clientele’s case.
7. Termination of the psychotherapy and counselling. h. All things shall be dealt in with confidentiality.

1.1.2 Free medical and dental services.

The process:

1. GAD office receives the complaints of abuse, violence, sexual harassment, exploitation and molestation of students, bullying, and discrimination to all genders of faculty and employee.
2. GAD office will only accept non-emergency cases that are not life threatening (e.g. body pain, hematoma, minor bruises, etc.).
3. GAD office will forward the data of the clientele to the University Health Services for physical assessment and medical/dental treatment.
4. Copy of records obtained from the physical assessment and medical/dental treatment shall be forwarded and kept by the GAD Office right after the assessment (within the day).
5. The University Health Services will schedule the follow-up check-ups and ensure that the clientele religiously followed the medical/dental regimen.

1.1.3. Free legal services.

The process:

1. GAD office receives the complaints of abuse, violence, sexual harassment, exploitation and molestation of students, bullying, and discrimination to all genders of faculty and employee.
2. Informal conversation will take place between the GAD Focal and clientele to provide emotional and psychological support.
3. The GAD Office will take charge of referral to the Public Attorney’s Office for further litigation and investigation of the case.
4. GAD Office will continue to communicate and support the clientele about the progress of their case. Likewise, GAD Office will coordinate with the Public Attorney’s Office regarding the case.
5. All things shall be dealt with in confidentiality.

SANCTIONS

1. Units within the University that are found guilty of breaching the requirements of these Guidelines after a thorough investigation will face consequences in accordance with University processes, policies, rules, and laws.
2. Persons who may be found guilty with gender-based discrimination, abuse, immoral conduct, or violence, shall be sanctioned with the existing policies of the University.
3. Provided, however, that the university’s response to the breach does not prohibit the victim from pursuing criminal or civil proceedings against the infringing individual or business under other applicable laws. As a result, the University will develop procedures to assist victims in submitting such claims.

1. University Mechanisms
2. Gender Mainstreaming as a Strategy for putting the Women’s Magna Carta into Practice. e University shall assess its gender mainstreaming in collaboration with University authorities, faculty members, workers, and students within one (1) year after the implementation of the SLSU Gender Guidelines, and every two (2) years subsequently, and adjust the programs accordingly.
3. Gender Conceptualization, Planning, Budgeting, Examining, and Assessment for GAD
4. Plan and program development for GAD. e SLSU Community and its campuses, colleges, offices, units and departments must develop the following annual GAD plans, programs, and budgets. e principles are as follows:

1.1. Perform a gender audit, gender analysis and sex-disaggregated data report.

1.2. Develop GAD Plans, Programs, and Budgets to address gender gaps or challenges encountered by University authorities, faculty members, workers, and students. is can be done after conducting a gender audit, gender analysis, and/or assessment of sex-disaggregated data;

1.3. The documents to guide the uncovering of gender issues and the formulation of GAD Plans, Programs and Budget are the following:

1.3.1. The SLSU Gender Guidelines 1.3.2. Philippine Commission on Women

1.3.3. National Economic and Development Authority (NEDA)

1.3.4. Philippine Plan for Gender-Responsive Development (PPGD)

1.3.5. Beijing Platform for Action (BPFA)

1.3.6. CEDAW

1.4. Discuss the plans with key officials, faculty members, employees and students to secure the relevance of their GAD Plans and Programs, provided that they shall have temporary special measures included in their plans.

2. GAD Plans and Program Budgeting System

2.1. At least 5 percent(5%) of the overall University budget expenditures must go to activities supporting GAD Plans and Programs, as well as other gender mainstreaming initiatives, with the directive to the University President;

2.2. The University President shall review the GAD Plans, Programs, and Budgets; and

2.3. The University President shall fuse all GAD annual reports and shall make suggestions for succeeding plans and projects, for wide implementation.

3. Consistent implementation of GAD tools and enabling mechanisms

3.1. The University President shall ensure that the University System wide offices adopt gender-responsive performance-based budgeting;

3.2. Employees and students and other relevant offices shall develop or revise gender audit tools and any other tools necessary for gender mainstreaming.

4. Transparency in Monitoring the Budget, Monitoring, and Implementation of Plans and Programs. e SLSU Community shall establish a system to monitor and evaluate the effectiveness of their GAD budget utilization

1. GAD Enabling Mechanisms

The GAD Office has future plans that are aligned with the vision, mission, goals, and objectives of the university.

1. Establishment of SLSU Institute of Women and Gender Studies (for research, documentation, publication, and training programs)

1.1. SLSU Institute for Gender Studies will lead the research and policy advocacy hub for gender and women’s studies.

1.2. As a system office, its tasks are the coordination of e orts of SLSU constituent universities to mainstream gender in the University as a strategy for implementing the Magna Carta for Women (MCW); the implementation of the SLSU Gender Guidelines and the anti-sexual harassment policy, and; the development of the University’s gender and development (GAD) plans and programs, especially as these relate to the utilization of the GAD budget.

1.3. As a university research center, GAD Authority leads in the conduct and promotion of cutting-edge research on gender and women’s studies in the Philippines. It supports the University’s teaching and non-teaching personnel in training programs and activities that enhance skills and consciousness-raising toward a more humane, just, and gender-fair Filipino community.

1.4. Committee and Sta shall be hired or appointed to attain its goals. e following are the suggested positions that are open for amendment.

1.4.1. GAD Focal/Head

1.4.2. Research, Documentation, and Publication Assistants

1.4.3. Training and Outreach Assistants

1.4.4. Extension Assistant

1.5. The missions and objectives of establishing an institute for women and gender studies are the following:

1.5.1. To build a strong team that raises awareness about gender issues in Southern Luzon State University, on top of the larger society by developing progressive instructional materials and publishing exceptional researches.

1.5.2. To provide an organizational umbrella for system-wide activities in women’s and gender studies.

1.5.3. To boost research and extension programs on gender studies, uncover the existing gender issues, and resolve those issues by developing appropriate interventions.

1.5.4. To strengthen politically correct instructional and curricular development on gender and women’s studies in Southern Luzon State University, through gender mainstreaming and forward thinking course design.

2. Incentive and Awards a. ere shall be established an incentives and awards system which shall be administered by the University for outstanding achievement and/or performance in upholding the rights of women and effective implementation of GAD programs and projects.

3. Development of Code of Decorum and Administrative Rules on Sexual Harassment, Other Forms of Sexual Misconduct, and Inappropriate Behavior.

3.1. This Code and Rules shall be gender-fair and gender-sensitive that governs members of the University community, namely personnel and students of the University. It prescribes the proper decorum; defines and prohibits inappropriate behavior, sexual harassment, and other forms of sexual misconduct; sets the corresponding sanctions; lays down the procedures for addressing informal reports and formal complaints; and creates a university system to address the issues and institute preventive measures.

4. Annual Forum Discussion on Women and Gender Issues

4.1. This shall take place in personal and solidarity forum, where women and men are invited to discuss women’s experiences in inequalities and gender issues.

4.2. Can be scheduled every March, women’s month.

5. Juana Research and Scholarship Fund

5.1. e Juana Research and Scholarship Fund is a tribute to all women who made their marks through their grit and grace, passion and compassion, diligence and intelligence, building of the family, community, and the nation as a whole. In different fields, from the home to the school, laboratories, streets, barangay, police or army units, places of art, culture, and music, sports gyms, and legislative buildings.

5.2. The Juana Research and Scholarship Fund is committed to supporting research and training primarily in the area of gender, development, and economic globalization.

5.3. This program is a collaborative project of university-wide academicians and researchers.

5.4. Grants, scholarship funds, and incentives shall be developed.

6. Forming organizations in each college, where students take lead, the gender-mainstreaming and gender awareness in the student community.

Annotations on Terms and Framework References

• Implementing Rules and Structure of UP Gender Guidelines, Guidelines on Promoting Women’s Empowerment and Gender Equality in the University of the Philippines
• UNICEF, Official Website
• Philippine Commission on Women, Official Website
• A Curated Research Report. Men as Allies: Engaging Men to Advance Women in the Work Place
• RA 9710 gender “An act Providing for the Magna Carta of Women”
• Enacting an Anti-Discrimination Based on Sexual Orientation and Gender Identity Law, PCW
• Beijing Platform for Action (BPFA)
• United Nations Women Watch, Official Website
• Convention of the Elimination of all forms of Discrimination Against Women (CEDAW)
• Merriam Webster Dictionary