Pursuant to the provisions of Republic Act No. 7192 otherwise known as the “Women in Development and Nation Building Act” and Executive Order (EO) No. 348, s. 1998, Gender and Development (GAD) was first introduced in the National Transmission Corporation (TransCo)’s Plans, Programs, and Budget in fiscal year 2005.

GAD, as defined by Republic 9710 otherwise known as the Magna Carta of Women (MCW), is the development perspective and process that is participatory and empowering, equitable, sustainable, free from violence, respectful of human rights, supportive of self-determination and actualization of human potentials. It seeks to achieve gender equality as a fundamental value that should be reflected in development choices and contends that women are active agents of development, not just passive recipients of development.

Mainstreaming GAD in the National Transmission Corporation (TransCo), a traditionally male-dominated government-owned-and-controlled corporation (GOCC), was not an easy feat. Gender disparities were prevalent and gender biases continued to persist. But these challenges were later transformed into opportunities and the gap between women and men was slowly narrowing.

With the designation of Ms. Jazmin M. Lambanan as the first TransCo’s GAD Focal Point System (GFPS) in 2005, consciousness and awareness on GAD among TransCo personnel began to emerge.

One of the most notable accomplishments under her term was the establishment of TransCo’s GAD Day Care Center (DCC) on 19 July 2006, which aimed to ease, if not eliminate the multiple burden of both women and men personnel by providing care and early education to their children. Since 2006, TransCo became a second home to approximately 80 children age 3 to 5 years old.

On 02 June 2008, the Department of Social Welfare and Development (DSWD) recognized TransCo’s DCC for being the first of such facility in the National Capital Region and conferred the DCC with the rating of “Exemplary” in implementing Early Childhood Care and Development Program.

Today, TransCo DCC continues to provide service to TransCo personnel and their children despite COVID-19 and began exploring the possibilities of distance learning among its enrollees. On 05 October 2020, TransCo for the first time, offered blended type of learning (online and modular) to its seven students.

Gender parity in management positions

For many years, management positions in the corporation were mostly dominated by male managers and the expansion of its Table of Organization (TO) in 2019 paved the way to achieve gender parity in the corporate leadership.

As of writing, female-occupied leadership positions in TransCo include two out of three Vice Presidents, five out of 12 department managers and twelve out of 22 division managers. The appointment of female leaders helped the management in championing and mainstreaming GAD mainstreaming in its operations.

2020 milestones

While TransCo has long been participating in various GAD programs and activities including seminars, fora and workshops to promote gender equality and women’s empowerment among its personnel and various stakeholders, Gender Analysis in the corporation is quite lacking. This lack of knowledge in using GA tools has led to TransCo’s failure to meet the prescribed five percent GAD Budget utilization for many years.

One of the strategies that the TransCo GPFS has identified in order to address this gap is by appointing a focal person from each division and department who shall champion GAD perspectives in their regular day-to-day operation.


Finally, in 2019 and in 2020, TransCo’s GFPS and appointed focal persons were formally oriented on the use GA Tools including the Gender Mainstreaming Evaluation Framework (GMEF) and the Harmonized Gender and Development Guidelines (HGDG) that enabled them to attribute flagship programs as GAD programs. For the first time, TransCo was able to utilize and even exceeded the five percent GAD budget utilization amounting to Php 405, 272, 540.09 for fiscal year 2020.

TransCo indeed has come a long way in the promotion of gender equality on its organization yet recognizes that ensuring GAD in its overall operations continues to be work in progress. With the initiative of the GFPS and cooperation of all TransCo personnel, the ultimate goal of achieving gender equality and women’s empowerment in the corporation shall be at hand.


We actively promote national development and protect the interest of 
Filipino women and men by ensuring an adequate, reliable and 
gender-responsive transmission system that delivers quality electricity at a globally-competitive price.


We envision TransCo to be a globally-competitive recognized leader 
in the power sector, exemplifying the highest levels of excellence, professionalism, integrity and gender-responsiveness. 
We shall maximize the utilization and value of government 
assets, and provide quality public service to satisfy its 
women and men stakeholders.