Gender Sensitivity: A cultural and Legal Perspective at the Recognition of the LGBTQ
YOUR WEBINAR HOST
|
Ray Marvin Flores
CEO of MRRI Trading | Chief of Knowledge Officer of Origanum Solutions | Past President of the Rotary Club of Metropolitan Pateros | Former Corporate Training Manager of Multinational Companies | Servant Leader |
Ray Marvin Flores is the current Chief Executive Officer of MRRI Trading (Chemical and Medical Acquisition Firm), Chief of knowledge Officer of Origanum Solutions ( A leadership Development) and a Past President of the Rotary Club of Metropolitan Pateros (2018 -2019).Former Corporate Training Manager of Prime Pacific Grill , Cathay Pacific Steel, Former Senior Officer of Talent and Leadership Development of Genting Philippines ( Star Cruises the 3rd Largest Cruise line in the World).
With 21 years in the discipline of Servant leadership through The Academe, Corporate Practice and Volunteer Service. He specializes in Organizational development through people development with the Integration of a Learning Management System. Believes and Practices Culture building through Leadership Branding is the effective way to effect change.
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Course Overview
The international community has increased its efforts towards the integration of
women’s rights in human rights systems. There have been many developments towards a
gender-sensitive interpretation of human rights law, including the 1981 Convention on the
Elimination of All Forms of Discrimination against Women; the Declaration on the Elimination of
Violence Against Women adopted in December 1993; the appointment of a United Nations
Special Rapporteur on Violence against Women, its Causes and Consequences in 1994; and the
Platform for Action of the September 1995 Fourth UN World Conference on Women.
In monitoring the adherence of governments and the international community to these
agreements and treaties, it is important to have accurate and consistent documentation of
women’s rights violations. Amnesty International-London, Amnesty International Canada and the
International Centre for Human Rights and Democratic Development (Montreal) have joined
forces to produce a series of publications that address this need for standardized methods of
research and analysis.
It is one of the advocacies of Origanum to share knowledge specially in the aspect
Diversity, Equality and Inclusivity as much avenues as we can. To a country who is starting to
have progressive view we congratulate you for taking this first step
Course Objectives
At the end of the course the Participant will be able to:
a. Creates a safe work environment A safe work environment is one in which employees
can complete their tasks and be a part of a team without any risk to their emotional
well-being or physical safety
b. Minimizes bias
c. Diversifies and strengthens the talent pool
d. Inspires innovation and creativity
e. Improves collaboration
f. Boosts job satisfaction
g. Increases audience engagement
Outline
CHAPTER 1
a. Key Concepts
b. Why Do We Need a Gender-Sensitive Perspective
c. What Is a Gender-Sensitive Perspective
d. What Does a Gender-Sensitive Perspective on Human Rights Entail
CHAPTER 2
a. Gender-Sensitive Research Design
CHAPTER 3
a. Towards a Gender-Sensitive Contact Base .
b. Invisibility of Women in Human Rights Work
c. Role and Focus of Women’s NGOs
d. Invisibility of Women in the Society under Review
CHAPTER 4
a. Gender-Sensitive Missions
b. Gender and the Delegation
c. Limited Access to Women
d. Unwillingness of Women to Report Human Rights Violation
e. Difficulties in Building Trust and Communication
f. Personal Politics
g. Working with an Interpreter
CHAPTER 5
a. Gender-Sensitive Approach to the Gathering of Information
b. Testimony
c. Interview Guidelines
CHAPTER 6
a. Gender-Sensitive Language
CHAPTER 7
a. Gender-Sensitive Data Analysis
b. Circumstances Surrounding the Abuse
c. Consequences of the Abuse
d. Access to Remedies
e. Causes of Violations to Women’s Human Rights
f. Nature of the Harm
Synthesis
a. The Philippine Culture
b. The existing Laws
c. The Unspoken Rule and Ridicule
With 21 years in the discipline of Servant leadership through The Academe, Corporate Practice and Volunteer Service. He specializes in Organizational development through people development with the Integration of a Learning Management System. Believes and Practices Culture building through Leadership Branding is the effective way to effect change.
-----------------------------------------
Course Overview
The international community has increased its efforts towards the integration of
women’s rights in human rights systems. There have been many developments towards a
gender-sensitive interpretation of human rights law, including the 1981 Convention on the
Elimination of All Forms of Discrimination against Women; the Declaration on the Elimination of
Violence Against Women adopted in December 1993; the appointment of a United Nations
Special Rapporteur on Violence against Women, its Causes and Consequences in 1994; and the
Platform for Action of the September 1995 Fourth UN World Conference on Women.
In monitoring the adherence of governments and the international community to these
agreements and treaties, it is important to have accurate and consistent documentation of
women’s rights violations. Amnesty International-London, Amnesty International Canada and the
International Centre for Human Rights and Democratic Development (Montreal) have joined
forces to produce a series of publications that address this need for standardized methods of
research and analysis.
It is one of the advocacies of Origanum to share knowledge specially in the aspect
Diversity, Equality and Inclusivity as much avenues as we can. To a country who is starting to
have progressive view we congratulate you for taking this first step
Course Objectives
At the end of the course the Participant will be able to:
a. Creates a safe work environment A safe work environment is one in which employees
can complete their tasks and be a part of a team without any risk to their emotional
well-being or physical safety
b. Minimizes bias
c. Diversifies and strengthens the talent pool
d. Inspires innovation and creativity
e. Improves collaboration
f. Boosts job satisfaction
g. Increases audience engagement
Outline
CHAPTER 1
a. Key Concepts
b. Why Do We Need a Gender-Sensitive Perspective
c. What Is a Gender-Sensitive Perspective
d. What Does a Gender-Sensitive Perspective on Human Rights Entail
CHAPTER 2
a. Gender-Sensitive Research Design
CHAPTER 3
a. Towards a Gender-Sensitive Contact Base .
b. Invisibility of Women in Human Rights Work
c. Role and Focus of Women’s NGOs
d. Invisibility of Women in the Society under Review
CHAPTER 4
a. Gender-Sensitive Missions
b. Gender and the Delegation
c. Limited Access to Women
d. Unwillingness of Women to Report Human Rights Violation
e. Difficulties in Building Trust and Communication
f. Personal Politics
g. Working with an Interpreter
CHAPTER 5
a. Gender-Sensitive Approach to the Gathering of Information
b. Testimony
c. Interview Guidelines
CHAPTER 6
a. Gender-Sensitive Language
CHAPTER 7
a. Gender-Sensitive Data Analysis
b. Circumstances Surrounding the Abuse
c. Consequences of the Abuse
d. Access to Remedies
e. Causes of Violations to Women’s Human Rights
f. Nature of the Harm
Synthesis
a. The Philippine Culture
b. The existing Laws
c. The Unspoken Rule and Ridicule
LIVE ZOOM MEETING / Q&A
Tuesday, June 20, 2023
9:00 AM to 4:00 PM
Tuesday, June 20, 2023
9:00 AM to 4:00 PM
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