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Enhancing Male Involvement in Reproductive Health Among Trade Union Members


Implemented with funding support from the United Nations Population Fund (UNFPA)
October 1998 - March 2000

THE PROJECT

Coverage

8 areas which include the National Capital Region, Mariveles (Bataan), Rosario (Cavite), Calamba (Laguna), Bacolod (Negros), Ormoc (Leyte), Cebu and Davao.

Participating Affiliates

The Associated Labor Unions (ALU), the Pambansang Kilusan sa Paggawa (KILUSAN), the All Workers Alliance Trade Unions (AWATU) the National Congress of Unions in the Sugar Industry of the Philippines (NACUSIP), and Labor Education and Counseling Centers in Cavite and Laguna.

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OBJECTIVES

The project aimed to contribute to the improvement in the reproductive health of TUCP union members and their families and consequently enhance productivity.

Specifically, it aimed to:

1. Promote greater male participation in reproductive health care among trade union members.
2. Improve the provision of gender-responsive, quality reproductive health care services and IEC/counseling to ten functioning TUCP Family Welfare Clinics
3. To integrate reproductive health care as part of a comprehensive welfare and services benefits package provided under collective bargaining agreements (CBA).

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MAJOR MILESTONES

Peer Education

A network of 216 union officers was trained in the promotion of Reproductive in the workplace. Peer Educators' Assembly and Continuing Education (PEACE) Programs were held to update the members of the network on RH issues.

Weekend Seminars on Reproductive Health

100 weekend seminars on reproductive health and its 10 elements were conducted from 01 January 1999 to 30 June 2000 and have reached a total of 3,265 workers/union members.

Fora on Reproductive Health

15 forums on reproductive health were conducted attended by 297 participants, mostly women. Topics include MCH, FP, Menopause, Gynecological conditions, prevention and management of abortion complications, violence against women, and prevention of breast cancer among others.

IEC Materials

Posters, stickers, buttons, mugs and t-shirts are some of the IEC materials developed, produced, and launched in conjunction with the international celebration of Women's Day in 2000.

Training Module on Male Involvement in RH

Utilizing the life process approach, the manual has the following components:

* Healthy lifestyle
* Sexuality and Gender
* Maternal Child Health and Nutrition
* Menopause and Andropause
* Family Planning
* Reproductive Tract Infections (RTI)
* Adolescent RH (ARH)
* Violence Against Women, Children and Men
* Prevention and Management of Abortion Complications.

Gender - responsive Quality RH Care Services

Trained nurses or midwives man the clinics and provide the following services:

* Violence Against women (VAW)
* Sexuality
* FP Updates of Contraceptive Methods (emergency contraception);
* Quality of Care (QOC)

Male-only Clinic Schedule and Quality RH Care Service Provision

* male-only clinic hours each week were scheduled by TUCP FWCs.
* A total of 20,363 (55%) male and 16,661 (45%) female clients served.

Regional Workshop on Collective Bargaining Agreements and CBA Negotiations

3 regional workshops were conducted in Luzon, Visayas, and Mindanao, attended by 85 union officers. 7 Collective Bargaining Agreements (CBA) with expanded RH provisions have been negotiated.

Fee-for-service scheme

The 10 TUCP FWCs have charged minimal fees for the services they provide as part of the program's sustainability.

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ISSUES AND PROBLEMS ENCOUNTERED

1. Short Project Life
Eighteen (18) months is not enough to fully realize the objectives of the project.

2. Absence/Lack of Gov't. Policy on Male RH
Existing policies and programs give priority to women's health and development with too little focus on male participation or involvement. Government policy on Male RH is crucial in its full integration to government programs.

3. Absence/Lack of Gov't Policy on Workplace RH
The absence of government policies on workplace RH has hindered its full adoption and implementation in workplace programs.

4. Lack of or access to resources for Male Participation activities.
To sustain the initiatives started by similar projects such as this, there is a need to tap other sources of funding and for government to allocate funds for programs to this end.

5. Men are still tied to their time sheets and can hardly devote their time to RH activities as much as they feel they need to.

6. Management support to RH programs need to be raised

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RECOMMENDED ACTIONS

1. Government support to Male RH initiatives through the development of policies with clear framework and guidelines.
2. A re-orientation of the DOLE FW/FP program/model for the eventual adoption of RH in the workplace as an approach will greatly help.
3. Sustained advocacy work to advance the issue of male involvement/participation and its eventual mainstreaming into current programs on RH.
4. Creation of a multi-sectoral task force to define or develop a clear framework on Male RH.
5. Education activities towards sensitizing service providers in addressing men's issues and developing gender-responsive quality RH care services.

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RELEVANCE OF THE PROJECT TO THE DEVELOPMENT PRIORITIES OF THE COUNTRY

* The project catalyzed the discussion of RH in the workplace and became the locus of dialogue on RH in the workplace among stakeholders in lieu of a government initiative.
* The CBA workshops conducted by the project gave birth to dialogues between government representatives, employers, NGOs and labor on RH.

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RELEVANCE OF THE PROJECT IN TERMS OF NATIONAL CAPACITY BUILDING

The training curriculum and IEC materials developed can be used by the DOH in carrying out strategies and approaches to strengthen the national program.

The project also paved the way for the review and assessment of the present strategy carried out by the Department of Labor and Employment (DOLE) regarding its Family Welfare/ Family Planning Program

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POSITIVE OUTCOMES BEYOND THE ORIGINAL PLANS

1. Continuing dialogue initiated by TUCP with government, NGOs and employers to promote RH in the workplace.
2. Training Curriculum on Male Involvement in RH (MIRH) be utilized by DOH and other groups.
3. Integration of MIRH into the existing workers' education program of federation and local unions.
4. The coordination developed between the RH Officers and local union officers provided for easier access to local unions.

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VIEWS OF THE TARGETED BENEFICIARIES WITH REGARDS TO THE PROJECT

* Workers/peer educators have accepted RH and have started conducting formal seminars and casual discussion on RH by themselves.
* Male workers have also started to realize the importance and relevance of their involvement in RH to promote their own RH needs and those of their family's.
* The project created closer working relationship and coordination among local unions and their respective federations.

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LESSONS LEARNED

1. Trade unions are effective networks and partners in providing information and education on population, RH and sustainable development.
2. Peer educator/motivators are important mechanisms to ensure that men understand and seek information on RH.
3. Communities where the workers are need to be mobilized to campaign and support RH.
4. Male opinion-makers (union leaders) need to be engaged to speak favorably on RH particularly in FP, Cancers (Prostate), VAW, MCH, etc.
5. Management should educated and informed on the benefits of providing time for RH activities for workers.
6. Men's RH services and issues need to be addressed in a more collaborative manner involving their partners and even their children.

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