CEDAW/C/PHI/5-6 Overseas women workers 385. In compliance with the provision of RA 8042 calling for the representation of women migrant workers in the Governing Board of the Philippine Overseas Employment Administration (POEA), the President appointed a former woman migrant worker to this seat in mid-2001. 386. The government has initiated bilateral arrangements and concluded diplomatic negotiations with host countries on the welfare and protection of workers. Some countries have accepted the adoption of skill-specific Standard Employment Contracts (for household workers and performing artists). Social security coverage for workers has been negotiated with Austria, Spain, United Kingdom, France and Canada while that with Italy is being processed. Social security bilateral agreements have been reached with Quebec (as distinct from Canada), United Kingdom, Switzerland and Belgium, but they need to be reviewed and implementing guidelines developed and adopted. New agreements must be explored, including European countries’ issuing au pair visas for Filipino domestic helpers. Lastly, full bilateral labor agreements have been signed with Jordan, Qatar, Kuwait, Libya, Papua New Guinea, and the Commonwealth of the Northern Mariana Islands. Similar agreements are being worked out with other countries in Asia and the Middle East. 387. Alternative mechanisms in other multilateral fora are being looked into. These include participation in conferences organized by the International Organization on Migration (IOM) that would help coordinate and enhance policies and programs against international trafficking of women migrants at regional and sub-regional levels. In a different vein, the Asia Pacific Economic Cooperation (APEC) has begun to promote women’s equal access to development opportunities. It adopted a women-sensitive framework in human resources development programs of member-economies and funded the conduct of a series of gender information sessions with APEC working groups and task forces to facilitate their understanding of the importance of integrating women’s concerns in APEC policies. 388. In 2001, major reforms were introduced to streamline the system of training, testing and certification for overseas performing artists (OPAs) with the intention of maintaining its integrity and arresting the malpractices in what has become a complex testing and accreditation process. Embodied in Department Order No. 10-2001 of the labor department, the changes involved replacing the academic training and testing with the Comprehensive Orientation Program for Performing Artists; upgrading the eligibility requirements of training centers, trainers and testing officers; transferring the responsibility of the pre-departure showcase preview to the recruitment industry; and releasing the Artist Record Book to the direct custody of the OPA or through the respective recruitment agencies. The policy assigned the licensing of recruitment agencies to POEA and the accreditation of training centers to the Technical Education and Skills Development Authority (TESDA). Thus, informal talent managers run the risk of violating anti-illegal recruitment and trafficking laws if they fail to be licensed or accredited under the system. 389. In 2002, POEA introduced new rules and regulations for overseas employment that impose stricter entry requirements for new recruitment agency license applicants and stiffer penalties for violators. They also liberalized the requirements in the accreditation of foreign principals and in the processing of papers of migrant workers, while strengthening the accountability of 106