THE COMMISSION OF HUMAN RIGHTS AS GENDER OMBUD agencies involved in the implementation of the Magna Carta of Women. The UNFPA and Spanish Agency for International Cooperation (AECID) also provided funding support. The draft Guidelines was adopted by the 4th Commission in 2015, and was published by the 5th Commission in 2016. The Guidelines details the functions of the CHR as Gender Ombud, as well as its standards for providing redress in cases of violations of women’s and LGBTIs’ human rights. Aside from the investigation of cases and provision of legal assistance, the Guidelines expands the CHR’s role to monitoring government agencies’ compliance with the MCW and other laws on women; issuing policy advisories relative to women’s and LGBTIs’ human rights; and conducting advocacy and promotion activities. The Guidelines also include protocols on investigating human rights violations against women and children, and persons with diverse SOGIE. It identifies the types of violations under the MCW that may be subject to the investigation of the Commission, outlines the system of referral, and elaborates discussion on discrimination as provided in domestic and international jurisprudence. The trainings for the Gender Focal Persons on the use of the Gender Ombud Guidelines followed its release. Two trainings were conducted in 2015, and one in 2016; the AECID Fortaleza supported these trainings. The resource speakers included experts from the PCW and civil society organizations known for their advocacy on gender equality and SOGIE. Around 100 Commission employees, including 14 Regional Directors of the Commission and 35 regional staff from Visayas and Mindanao took part in the trainings. 3 ASSESSMENT OF GENDER MAINSTREAMING IN THE CHR In 2015, the CHR conducted a selfassessment on its gender mainstreaming efforts in the areas of policies, people, enabling mechanisms, and program and activities, using the Gender Mainstreaming Evaluation Framework (GMEF) of the Philippine Commission on Women.6 The assessment showed that CHR is at Level 3 of gender mainstreaming, meaning that GADrelated activities and interventions are in place and functional. The CHR scored high in the areas of Policy and People. Its areas for improvement, on the other hand, were in Enabling Mechanisms, and Programs and Projects. The Commission has since integrated the recommendations from the assessment in its GAD Plans and Budget and Strategic and Annual Plans. SURVEY OF GENDER ISSUES AND NEEDS OF CHR EMPLOYEES The survey was conducted by the Strategic and Development Planning Office (SDPO) in 2016. It included items regarding the employee’s profile, home and family issues, work issues, gender issues affecting delivery of human rights services, and participation in gender activities, trainings and programs. The survey results showed the employees’ positive reception to gender mainstreaming. Some of the respondents’ recommendations were on (a) reconvening the CHR Gender Focal Point System, (b) strengthening the Women’s Human Rights Center, (c) enhancing the health and wellness of employees, (d) increasing the employees’ gender awareness and sensitivity, (e) conducting relevant trainings, (f) increase GAD resources, including the establishment of gender-responsive facilities, i.e. As described in the PCW website, the GMEF “is a tool to measure the extent of the gender mainstreaming efforts of organizations, both national government agencies (NGAs) and local government units (LGUs). It is also meant to assist the Gender and Development Focal Point System (GFPS) members in measuring gains and successes, as well as pinpoint areas for improvement in the way they mainstream the gender and development (GAD) perspective in their respective organizations.” The GMEF is available at http://www.pcw.gov.ph/publication/ enhanced-gender-mainstreaming-evaluation-framework-gmef 6 6