I.  About LANDBANK Gender and Development

Logo

The persons with arms extending towards each other in a circular pattern at the outermost layer and the rendition with different colors in the next layer are both symbols of LANDBANK’s Gender Diversity and Inclusion Program as embodied in both its vision and mission statements (i.e., “inclusive growth,” “diversity,” and “healthy work environment with equal opportunity for professional growth and advancement”).

The outermost layer, rendered in the Bank’s corporate identity colors of green, gold and gray, represent the female, male and other genders. The wave-like pattern for which the arms extend toward each other symbolizes gender fluidity which can change overtime and across culture. 

The placement of the Bank’s logo at the center connotes that LANDBANK amplify and recognizes the needs of a specific gender in relation to the implementation of our GAD Programs, Activities and Projects (PAPs) which is the very essence of our gender mainstreaming initiatives.

Major Steps in Gender Mainstreaming

In support of the government’s thrust to mainstream GAD in the policies, programs and activities of government agencies, LANDBANK strengthened its GAD Focal Point System (GFPS) iin 2024 through its Reconstitution of The Landbank Gender and Development Focal Point System (GFPS) And Creation of Various Field GFPS, and capability building of key personnel in 2020.

Among the gender mainstreaming initiatives conducted in 2020 was the identification of pilot groups and their training on Gender Analysis with the use of the Harmonized Gender and Development Guidelines (HGDG) tool. The groups evaluated lending programs of LANDBANK that significantly contributed to the advancement of GAD in the various segments of society. Full scale capability building initiatives have been scheduled in 2021.

LANDBANK’s GAD Agenda and Strategic Plan have been drafted for approval of the Management in 2021 to ensure the institution’s compliance with the requirements of Republic Act No. 9710, the Magna Carta of Women.

Protection of Employees against Gender-Based Sexual Harassment

LANDBANK supports the implementation of Republic Act No. 11313, The Safe Spaces Act, through zero-tolerance of gender-based sexual harassment in the workplace and other public areas. Information campaign was undertaken, using various communication channels (i.e., Microsoft Viva Engage, and bulletin boards), to educate employees on the relevant provisions of the Act, effectively prevent incidences of sexual harassment, and maintain a safe and secure workplace.

LANDBANK has an existing and functioning Committee on Decorum and Investigation (CODI) that investigates sexual harassment cases in the workplace in compliance with pertinent laws, rules and regulations.

GAD Advocacy Activities

In support of the National Women’s Month Celebration in March, LANDBANK has been adopting activities recommended by the Philippine Commission on Women such as “Purple Fridays” and “Serbisyo para kay Juana” in support of the cause for promoting understanding of the importance of GAD. LANDBANK also actively participated in the GAD activities of its mother agency, the Department of Finance, together with the bureaus and agencies attached to the said department.

The 18-Day Campaign to End Violence against Women (VAW) from Nov. 25 to Dec. 12 was actively supported by LANDBANK through the “Orange Your Icon” Campaign as well as the dissemination of information, education and promotion materials that uphold women’s rights and raise awareness about VAW through various communication channels.

LANDBANK Day Care Center

Since its establishment in 2005, the LANDBANK Day Care Center (LBDCC) has served as a dedicated worksite facility supporting employees with children aged 3 to 12 years, promoting work-life balance and addressing gender and development (GAD) concerns related to childcare and parenting.

The Center implements a 10-month Early Childhood Care and Development Program, previously accredited by the Department of Social Welfare and Development (DSWD), and has consistently maintained a 5-star or Level 3 compliance rating. 

As of 2025, accreditation and program monitoring are being overseen by the Early Childhood Care and Development Council.

In March 2020, program operations were temporarily suspended due to the government-imposed COVID-19 community quarantine. To formally conclude the school year, LANDBANK conducted a Virtual Moving Up Ceremony for program completers.

In response to the pandemic, the LBDCC developed a modular Distance Learning Program to ensure the continued delivery of early childhood education. Following the easing of restrictions, the Center successfully resumed face-to-face classes and returned to full operations, accommodating up to 25 enrolled students per school year.

LANDBANK Lactation Station

LANDBANK is a strong advocate of exclusive breastfeeding and has been recognized by the Department of Health as a “Mother-Baby Friendly Workplace.” Notably, the Bank continues to operate a worksite Lactation Station, providing nursing employees with a clean and sanitary environment to express and store breast milk—even during the height of the COVID-19 pandemic.

Despite the reduction in onsite workforce during the community quarantine period, the facility remained accessible to support employee needs. To further encourage and educate employees, several “Health Notes” promoting exclusive breastfeeding and its benefits to infant health and maternal well-being were released through the Bank’s online platforms.

In addition, LANDBANK actively promoted the observance of “National Breastfeeding Awareness Month” in August through dedicated online posts.

Administration of Leave Benefits under the Magna Carta of Women

LANDBANK remains fully compliant with the provisions of the Magna Carta of Women and other applicable labor and civil service laws by providing leave benefits that support the health, welfare, and rights of its employees.

The Bank upholds gender-responsive policies and ensures that all employees—regardless of gender—have access to legally mandated leave entitlements, including maternity, paternity, parental, and special leave for women undergoing gynecological procedures. This reflects LANDBANK’s commitment to fostering an inclusive and supportive workplace aligned with national standards on employee welfare and gender equality.

Awards and Recognitions
 

II.  LANDBANK GAD Focal Point System

III.   LANDBANK GAD Reports

A.  GAD Accomplishment Reports
      2024  |  2023  |  2022  |  2021 
      2020  |  2019

B.   GAD Plans and Budget
      2025  |  2024  |  2023  |  2022 
      2021  |  2020  |  2019

C.  Special Orders (SO) - Creation of GAD

• •  SO No. 1103 s. 2010 - Creation of the LANDBANK GAD Focal Point System
• •  SO No. 1316 s. 2016 - SRE-Constitutional of the the LANDBANK GAD Focal Point System
• •  SO No. 225 s. 2019 - Re-constitution of the LANDBANK GAD Focal Point System and Creation of Various Regional GFPS
• •  SO No. 1259 s. 2024 - Reconstitution of the LANDBANK GAD Focal Point

IV.  LANDBANK GAD Capability Building Initiatives
 

A.  LBP Management Committee (GFPS Executive Committee)

• •  GAD Orientation (August 19, 2019)
   

B.  LBP GFPS-TWG Members

• •  Gender Sensitivity Training (October 14-16, 2019)
   

C.  LBP GFPS-TWG Representatives

• •  Gender Mainstreaming Seminar Workshop (April 12-16, 2021)
• •  Training Workshop on Formulating the GAD Agenda (April 26-30, 2021)
• •  GAD Planning and Budgeting (June 14-18, 21-23 & 25, 2021)
• •  GAD Core Group (ADLS Policy Developers, Account Officers, Account Assistants; and GAD TWG Secretariat)
• •  Gender Analysis and GAD Budget Attribution Webinar (October 19-23, 2020 & November 20,23-25, 2020)
• •  Taking Stock of Attributed GAD Programs through Gender Analysis with the use of Harmonized Gender and Development Guidelines (HGDG) focused on Project Identification and Design (Jan. 5-9, 2021) 
• •  Gender Sensitivity Training (Feb. 8-11, 2021)
• •  Gender Mainstreaming Seminar-Workshop (Feb. 22-26, 2021)
• •  Follow-Through Expanded Gender Analysis Course (March 8-12, 2021)
• •  Advanced Course on Gender Analysis of Program and Project Design (April 5-8, 2021)
• •  Advanced Course on Gender Analysis of Project Implementation, Mgt., Monitoring and Evaluation (April 19-22, 2021)
• •  Advanced Course on Gender Analysis of Program and Project Design (May 3-7, 2021) 
• •  Generating Gender Statistics for Financial Inclusion (Sept. 27 - Oct. 1, 2021)
• •  HGDG-based Mitigation Workshop on Project Design and Formulation (Oct. 5-7, 2021)
• •  Gender Analysis of Project Design and Formulation with HGDG (October 12 – 15, 2021)
• •  Gender Analysis of Project Implementation, Management, Monitoring and Evaluation (December 6-10, 2021).
• •  Detailed Work Planning Workshop for 2022 GAD Plan and Budget (February 9-11, 2022)
• •  Basic Gender Analysis and GAD Budget Attribution Webinar (September 5-8, 2022)
• •  Taking Stock of Attributed GAD Programs (March 27-30, 2023)
• •  Basic Gender Analysis and GAD Budget Attribution Webinar (June 26, 27 and 29, 2023)
• •  Expanded PIMME Course (July 25, 26 and 27, 2023)
   

D.  Sectoral GAD Mainstreaming Initiative (Gender Sensitivity Training)
 

V.  Women Representation in LANDBANK
 

VI.  GAD Related Laws
 

1.  RA 7877 - Anti-Sexual Act of 1995
2.  RA 8353 - Anti-Rape Law of 1997
3.  RA 9208 - Anti-Trafficking Law
4.  RA 9262 - Anti-VAW
5.  RA 11313 - Safe-Spaces Act 2024
6.  RA 11596 Anti-Child-Marriage
7.  RA 9710 Magna Carta of Women Special Leave Benefits

VII.  LANDBANK GAD Corner and Official Social Media Page

VIII.  Contact Details

For inquiries, contact the LANDBANK Corporate Planning & Strategy Management Department through:

Joseph Daniel R. David
LANDBANK-GAD@LANDBANK.COM
8405-7131 loc. 2289