CEDAW/C/PHI/5-6 Article 4 Acceleration of Equality between Men and Women Adoption of temporary special measures to accelerate de facto equality, including measures aimed at protecting maternity A. SITUATION OF WOMEN 150. Gender inequality persists in Philippine society in all fields, whether political, economic or socio-cultural. The subtle nature of inequality, however, makes it more difficult to establish temporary special measures than in societies where discrimination is stark. Women’s higher average educational attainment and their visibility in many public areas of life, including in government and in other professional and technical occupations, make debatable the need for such measures. 151. In Articles 132, 133 and 134, the Philippine Labor Code acknowledges maternity as a social function and accords women workers the right to a nursery in the workplace, maternity leave, separate toilet facilities for women and men, family planning services and at least a dressing room for women. These rights, however, are flagrantly violated in most workplaces. Studies have found that before women are hired in the economic zones, they are required to submit a doctor’s certificate that they are not pregnant. Once hired, they have difficulty in availing of maternity leave. Certain companies have been reportedly violating the law on maternity benefits, but these have remained uninvestigated as women refuse to come out in the open for fear of losing their jobs. 152. Women workers in government have maternity benefits including maternity leave for full term delivery and miscarriage. Until 2002, it was granted only to married women. Leave is for 60 calendar days with full pay if the employee has rendered at least two years of service. Those with less than two years but have one year or more of service receive benefits computed proportionate to their length of service, while those with less than a year of service are granted 60 days with half pay. By 2003, CSC recognized the right of unmarried women to maternity leave, thus, they are now granted the same maternity leave given to married women. B. ACTIONS TAKEN 153. Women’s participation in decision-making. Two policies are worth noting. These are: a. Civil Service Commission Memorandum Circular No. 8 series of 1999 entitled "Policy on Equal Representation of Women and Men in Third Level Positions in Government" was issued to increase the number of women at the highest or executive level of career service. The CSC monitors the circular by enjoining agencies to report regularly the number of women nominees to vacant third level positions, total number of positions occupied by women and total number of women appointees versus men appointees. b. The Indigenous Peoples Act of 1997 directs indigenous women to be represented in decision-making at all levels. Mechanisms for implementation, however, have yet to be put in place, although indigenous women are already being involved in efforts concerning 53