CEDAW/C/PHI/5-6 are able to land jobs for which they are trained. In one instance, only 6 percent of the women who participated in a project to train women in non-traditional trades that was launched in the early 1990s landed a wage job or plied their trade (NMYC 1994, cited in Illo 2002b). The low employment rate was attributed to the absence of a market study before the project to ascertain demand of women trained in nontraditional skills, and to a focus on basic industrial skills instead of channeling them further to advanced or upgraded skills. 323. There is a need to expand the review of curricula, schoolbooks and instructional materials up to the tertiary level in both private and public schools to eliminate stereotypes and include gendersensitive ideas such as joint parenting, reproductive rights and non-violent forms of handling conflict, among others. At the same time, teachers and school administrators in all levels need further training for a more gender sensitive approach to education. Article 11 Employment Elimination of discrimination in all aspects of employment; appreciation of marriage and maternity concerns; continuous review of protective legislation A. WOMEN’S SITUATION 324. The Philippines has been a signatory of various International Labor Organization (ILO) Conventions, including those that pertain to eliminating gender-based biases in the workplace. In view of this, the Philippine government has put in place a number of measures that sought to protect women workers and to eliminate discriminatory practices in the workplace. The Revised Labor Code provides the following: night-work prohibition, provision of facilities for women, maternity leave benefits, and provision of family planning services. Labor legislation also exists that prohibit discrimination against any woman employee with respect to terms and conditions of employment (compensation, training and promotion) solely on account of sex, and requirement as a condition of employment or continuation of employment that a woman employee not get married, or discharge of women employees on account of her pregnancy. In 1995, the Philippine Congress likewise passed Republic Act 7877, also known as the AntiSexual Harassment Act of 1995. 325. In the last decade, Filipino women have become increasingly as active as men in providing for the economic needs of their families. They are in all kinds of employment and, formal or informal work settings, in public and private offices, factories, on the streets, or in homes here or abroad as domestic workers, health workers and performing artists. There are, however, problems and risks faced by women in economic zones, domestic service, the informal sector, as overseas workers, civil servants and even as working girl children. Participation in the labor force 326. As in previous years, the labor force participation rate (LFPR) of women in the Philippines has been rising, with a dip noted in 2000 (Annex Table B11.1). The female LFPR for 2001 and 2002 are the highest so far (52.8 percent and 51.7 percent, respectively; NSO 2003c). The 91