Workplaces are urged to implement policies addressing women's needs
The Civil Service Commission (CSC) has assured assistance to government workplaces when it comes to introducing reforms in their internal policies so they can further gender equality in the public sector.
CSC chairperson Karlo Nograles made the remarks in celebration of National Women's Month.
"The CSC is prepared to work with government agencies to introduce reforms or adjust HR policies that would further empower women and achieve greater gender equality in the public sector workplace," said the chairperson in a statement.
The CSC said that 1.7 million employees or 55% of the overall workforce in the civil service are women, which Nograles said can be considered high. However, he stressed the need to zero in on how women are faring at work.
"Are there factors making it harder for women to go up the career ladder? Do women find it doubly challenging to keep up with the demands of work, considering their multiple roles in the household and at the office? Are there open communication lines and formal systems in place that can encourage women to speak up about sexual harassment, prejudice, and other workplace issues?" he said.
Nograles reminded government workplaces that they are bound to strictly implement policies that address the needs of women, particularly on leave benefits, employment opportunities, and protection against sexual harassment.
As per the various laws, the special leave benefits for women are as follows:
- 105 days of maternity leave with full pay for female employees who underwent live childbirth regardless of the mode of delivery; and 60 days with full pay for cases of miscarriage or emergency termination of pregnancy, with option to extend the maternity leave in case of live birth for another 30 days without pay or use her earned sick leave credits for extended leave with pay, and an additional 15 days in case the employee qualifies as a solo parent
- two-month paid leave for qualified public sector female employees who have undergone surgery due to gynaecological disorder
- seven-day paid leave for solo parents
- 60-day paid leave for employees who are adoptive parents
- 10-day paid leave for women and/or their children who are victims of violence
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For equal employment opportunity, the CSC encouraged agencies to adopt the guidelines of the Equal Employment Opportunity Principle.
The principle seeks to remove the barriers and discrimination during the hiring process or in "participating in or accessing learning and development interventions on the basis of sexual orientation, gender identity, and gender expression, civil status, disability, religion, ethnicity, or political affiliation."
To prevent sexual harassment, the CSC said it expanded the definition of sexual harassment as an administrative offense as circularized in the memorandum in 2021.
Sexual harassment now includes case "in streets and public spaces which is committed through any unwanted and uninvited sexual actions or remarks against any person regardless of the motive for committing such action or remarks."
It includes the following:
- catcalling
- wolfwhistling
- unwanted invitations
- misogynistic
- transphobic and sexist slurs
- persistent uninvited comments or gestures on a person's appearances
- relentless request for personal details
- statement of sexual comments and suggestions
- public masturbation or flashing of private parts
- groping
- any advances, whether verbal of physical, that is unwanted and has threatened one's sense of personal space
The definition of sexual harassment has also been expanded to include acts committed online. This includes using information and communication technology to terrorize and intimidate victims through physical psychological, and emotional threats, unwanted misogynistic, transphobic, homophobic, and sexist comments and remarks, whether privately or via private messages.
The CSC also reiterated the strengthened duties of Committee on Decorum and Investigation (CODI), which is required to be headed by a woman, with not less than half of its members also women.
The function of the CODI is deterring sexual harassment offenders and empowering victims to step up and seek legal help.
CODI should also ensure that complainants do not suffer from retaliation or any disadvantage in terms of benefits or security of tenure. It should also guarantee due process, gender-sensitive handling of cases, and confidentiality of the parties involved.
