GNED10:

GENDER & SOCIETY

M R . R O G E L I O B . TA N T E J R .
CHAPTER V
GENDER IN THE WORKPLACE
A. Men and Women in the Workforce
Gender equality is considered a critical element in achieving Decent Work for All Women and Men, in
order to effect social and institutional change that leads to sustainable development with equity and
growth. Gender equality refers to equal rights, responsibilities and opportunities that all persons should
enjoy, regardless of whether one is born male or female.
Gender Inequality at Work
Despite decades of progressive efforts, there’s still a great deal of inequality in workplaces across the
country.

In recent years, the government, employees, and many businesses have worked to stamp out issues
involving salary discrepancies between genders. They’ve also sought to ensure men and women
receive equal treatment.
B. Workplace Gender Equality
Workplace gender equality is achieved when people can access and enjoy the same rewards,
resources and opportunities regardless of gender. The aim of gender equality in the workplace is to
achieve broadly equal opportunities and outcomes for women and men.
The aim of gender equality in the workplace is to achieve broadly equal
outcomes for women and men, not necessarily outcomes that are the
same for all.

To achieve this requires:

Workplaces to provide equal pay for work of equal or comparable value;

Removal of barriers to the full and equal participation of women in the workforce;

Access to all occupations and industries, including leadership roles, regardless of gender; and

Elimination of discrimination based on gender, particularly in relation to family and caring

responsibilities. 
Achieving gender equality is important for workplaces not only because
it is ‘fair’ and ‘the right thing to do,’ but because it is also linked to a
country’s overall economic performance.

Workplace gender equality is associated with:

Improved  national productivity and economic growth

Increased organizational performance 

Enhanced ability of companies to attract talent and retain employees 

Enhanced organizational reputation.

 In the context of the world of work, equality between women and men
includes the following elements:

1. Equality of opportunity and treatment in employment

2. Equal remuneration for work of equal value

3. Equal access to safe and healthy working environments and to social security

4. Equality in association and collective bargaining

5. Equality in obtaining meaningful career development

6. A balance between work and home life that is fair to both women and men

7. Equal participation in decision-making at all levels

C. Gender Gap at Work
In the workplace, men and women are often expected to perform different tasks and occupy different
roles based on their sex (Kanter 1977). Even in the early twenty-first century, many corporations
operate from a perspective that favors traditional beliefs about gender roles by, for example, offering
parental leave benefits only to mothers and denying such benefits to fathers. In addition, because the
traditional perspective toward gender roles remains predominant in many corporations, the positions
that women and men hold within corporations are often segregated by sex. Women are more likely to
be expected to work as secretaries, and men are more likely to be expected to work as managers and
executives.
 Let’s look at some kinds of gender bias that might be encountered in the
workplace and what you can do to prevent them:

1. Unequal pay: As we mention above in gender pay reporting, this is one of the most pressing
examples of sexism in the workplace. You now must follow government guidelines regarding this
matter.

2. Unfavorable recruitment strategy: This can include questions about whether a female candidate
intends to have children or suggesting in your job spec that the role is more for men.

3. Different opportunities: If your business has career progression opportunities that favors men
over women.
 Gender Inequality Examples
4. Redundancies: Terminating a female employee for making a claim of unequal treatment at work.

5. Bias: Showing preferential treatment towards male colleagues over female ones, such as in
promotions or day-to-day conversation.

6. Sexual harassment: An act of gross misconduct, this behaviour towards men or women can have
serious consequences.

7. Holding sexist views: Promoting outdated views about men or women, such as outdated gender
stereotypes.
Any form of gender inequalities in the workplace creates unnecessary gaps among co-workers and
supervisors which could lead to a much greater problem – discrimination when men and women are
treated differently because of their gender . In the workplace, this generally means men earn money,
have more career opportunities, and retain higher job titles than women.
GAD and the Filipino
Workers
1. Mainstreaming Gender and Development
in Philippine Workplace
In the country, gender equality is always considered a critical element in achieving decent work for
every Filipino woman and man in order to effect social and institutional change that leads to
sustainable development with equity and growth.

In consonance to that commitment, the 1987 Philippine Constitution clearly states that “The state shall
promote comprehensive rural development and shall recognize the role of women in nation building
and shall ensure the fundamental equality before the law of women and men (Art. 2, Sections 14 and
21).
Magna Carta of Women
(Republic Act No. 9710)
The MCW is a comprehensive women's human rights law that seeks to eliminate discrimination
through the recognition, protection, fulfilment and promotion of the rights of Filipino women,
especially those belonging in the marginalized sectors of the society. It conveys a framework of rights
for women based directly on international law.
It also affirms the role of women in nation building , ensure the substantive equality of women and
men which will promote empowerment of women and equal opportunities for women and men that
shall ensure equal access to resources, to development results and outcome. Further, the state realizes
that equality of men and women entails the abolition of the unequal structures and practices that
perpetuate discrimination and inequality in the workplace.
Women in Development and Nation
Building Act (Republic Act No. 7192).
The intent of the Act is to promote the integration of women as full and equal partners with men in
development and nation building. The National Economic and Development Authority is given
primary responsibility for carrying out the purposes of the Act. The Act grants women, regardless of
their marital status, full legal capacity to act and to enter into contracts. It grants them equal access to
membership in all social, civic and recreational clubs as well as the right of admission into military
schools. Full-time homemakers shall have the right to participate in government-sponsored social
security schemes.
In addition, this mandates all government departments and agencies to review and revise all
regulations, circulars, issuances and procedures to remove all gender biases. In relation, a
Memorandum Circular No. 2011 – 01 dated October 21, 2011 was released addressing to all
government departments including their attached agencies , offices, bureaus , State Universities and
Colleges (SUCs), Government Owned and Controlled Corporations (GOCCs)and all other government
instrumentalities as their guidelines and procedures for the establishment, strengthening and
institutionalization of the GAD Focal Point System (GFPS).
2. Gendered Workplace in the Philippines
Historically, there is evidence that the equal status of women has been established in the archipelago
for a long time. Before the Spanish colonized what become known as the Philippines in the mid 16 th
century, the indigenous people of the region showed great reverence for women and the matriarchal
lineage.
This perspective on the place of women in society was challenge when the Spanish colonized the
Philippines , bringing Catholicism and other western – largely patriarchal – ideals and institutions.
However, Filipino society emerged from centuries of colonial rule with its matriarchal roots largely
intact. As a case in point, the Philippines is one of the few Asian countries to have elected female
presidents since its independence.
The Philippines is a bright spot in Asia regarding
the status of women :
According to Global Gender Gap Report, the Philippines is ranked ninth in the world in terms of
gender parity and was the only Asian country (except for New Zealand and Australia) in the Global
Top 50.

In a recent report by global professional services firm, Grant Thornton, the Philippines ranked first
for the proportion of women holding senior management roles in SEA., and fifth globally, with 37% of
such roles occupied by women. In addition women comprise an average of 34% of corporate boards in
the Philippines, far surpassing the global average of 19%.
According to 2013 Global Talent Competitiveness Index, the Philippines has the strongest landscape
of all lower middle-income countries in Asia-Pacific. It even scores higher than Thailand, a country
that falls into the upper middle-income group.

Victor Saulon (2018) reported that PHL leads Asia Pacific on gender equality at work . An equal
chance for Filipino women in the workplace and in society could translate into a 7% increase in the
county’s economic growth ot $40 billion a year by 2025.
As the report says:
The Philippines is the region’s best performer on indication of gender equality in work, such as
participation in professional and technical jobs and women in leadership positions and is ‘near best’ on
perceived wage gap for similar work.
3. Gender-Based Gap in Philippines
Workplace
Despite the recent report that the Philippines is among the few countries applauded for its significant
advances in both promotion and practice of gender-based work equality in the region, this has not
removed gender inequality in the country including the Philippines.
In a World Bank report published by Michelle V Remo in Philippine Daily Inquirer (June 23, 2012),
Filipino working women are paid just 76% of what their female counterpart get, indicating that despite
growth and development there are still significant gap opportunities for men and women in the
Philippines.
4. ‘Gender Inequality’ in the Philippines at
Work
In a report by HR in Asia (2017), it was found that 76% of female respondents in the Philippines deal
with inequality and prejudice in the workplace, with 17% admitting to being questioned about their
desire to have a family during the interview process.
Discriminatory behavior in the office also plays a part in Filipino women's happiness at work.
According to the study, which surveyed 900 people locally , 39% of women believed they were passed
over for promotions because of their gender, while 18% say that they experience things like “talked
down to” by their boss or being called names such as “bossy.”
However, its not all doom and gloom. Happily, Filipino women reported some of the best flexible
working arrangements in all Southeast Asia. A whopping 68% can use flexible hours, while 43% also
have the option to work from home.
5. Sustainable Challenge in Gendered
Workplace in the Philippines
Even though the Philippines scored better than other Asia Pacific countries in terms of gender equality
in work as found in a study by McKinley Global Institute (MGI), the experience of Filipinas still
depends largely on their socioeconomic status , as lower income women still confront considerable
gender gaps and less opportunity.
 The study also recommends that the Philippine government and companies consider
measures to advance women’s equality in six priority areas:

1. Increase access to, and equal provision of, family-friendly policies in the workplace

2. Introduce policies and programs to improve gender balance in male dominated industries

3. Strengthen economic incentives for women to remain in the workplace

4. Reduce barriers to labor force participation by young mothers and single parents

5. Use financial products and services to increase economic empowerment for less educated women

6. Accelerate implementation of program s to improve maternal health in rural and isolated areas