As the Philippine Government’s premier HR institution, the CSC aims to mold a gender responsive government through gender mainstreaming using the Gender and Development or GAD approach.

The GAD Agenda of the CSC supports the thrusts and directions under the CSC Performance Governance System (PGS). Moreoever, the GAD Agenda recognizes the various GAD commitments of the CSC under various gender-related laws, notably, the Philippine Plan for Gender Responsive Development (1995-2025), the Beijing Platform for Action (the resulting document from the Fourth World Conference on Women in Beijing, China in 1995 adopted by the United Nations), Women in Development and Nation Building Act (Republic Act No. 7192), Anti-Sexual Harassment Act of 1995 (Republic Act No. 7877), Anti-Violence Against Women and their Children Act of 2004 (Republic Act No. 9262), and the Magna Carta of Women (Republic Act No. 9710).

The GAD perspective of the CSC vision is:
To become the leading gender responsive HR/OD institution.

In order to attain the vision, the CSC’s primary GAD mission are:
To integrate and advocate gender equality principles and perspectives in all HR/OD policies, programs, and systems in government.

To ensure that every civil servant is gender responsive through the development and enhancement of their capacity to use gender lens
in their work toward public service excellence.


CSC’s GAD goals are:

1. To ensure gender sensitive HR/OD systems in the government

Desired outcomes:

• Equal rights and opportunities for civil servants, including representation and participation of women in decision-making through gender responsive HR/OD policies and programs systems;
• Better and equitable access to work opportunities and decent work conditions;
• Civil servants capacitated with gender lens


2. To develop competent and credible civil servants who are gender responsive

Desired outcome:
• Gender outlook changes so as to view women as men’s equals


3. To establish sustainable partnerships and foster cooperation with networks and allies within and outside of the Philippine Civil Service to promote a gender responsive bureaucracy

Desired outcome:
• Partnership with external stakeholders institutionalized