THE GENDER AND ITS EFFECTS IN JOB HUNTING

Presented to the Faculty of

Bicol University Polangui Campus

Polangui, Albay

In Partial Fulfillment

of the Requirements for the degree of

Bachelor in Secondary Education

BOBIER, ERROL MAE Q.

CASAIS, MARY MECHELLE S.

ESCAÑO, CARMELA D.

SABAULAN, NERISSA E.

SALCEDO, CHERRY JOY J.

October 2015
 ACKNOWLEDGEMENT

The researchers would like to extend their profound gratitude to those people

who helped them in many significant ways to make this research possible. With their

valuable help, this became a SUCCESS.

To Mrs. Francia A. Ilarde, the instructor who gave her encouragement, great

ideas, and her incomparable support to the researchers to pursue this study.

To our respondents who patiently answered our survey questions truthfully and

completely.

To our parents for their unending financial and moral support that served as my

inspiration and motivation to successfully finish this research.

To my friends and classmates who also shared their ideas and moral support.

Above all to our ALMIGHTY GOD, for blessing and guiding the to the right path

of life, for giving an open mind and flexible body which is a great help in this study.
 ABSTRACT

The study was focused on the Gender and its Effects in Job Hunting. The

researchers employed descriptive survey method in the study. It is appropriate in the

process of data gathering, analyzing, classifying and tabulating data about prevailing

conditions, practices, beliefs, processes, trends, and cause-effect relationships and

adequate and accurate interpretation of data. The researchers adapted the Theory of

Hiring in supporting the study. This theory states that an employee should be hired

based from his/her performance, regarding the other aspects of an individual such as

family background and physical appearance. Companies need to screen and hire

people based on their performance and results, emphasizing what the person will be

learning, doing and becoming. Also, the companies should deal with long-term effects

rather than short-term effects of hiring. Male, female and LGBT applicants will serve as

the input while educational attainment, performance and results of the screening and

skills and experiences will be the process and hiring of qualified applicants as the

output.

The primary sources of data of the study were the responses of the randomly

selected respondents, who were the residents of Polangui, Albay. There will be just a

total of 50 respondents. The other sources of information came from the articles from

the internet, books, magazines and other related materials related to the study.

Moreover, thesis and dissertation were used as related study and sources of additional

information. Prior to the distribution of the questionnaire, the researchers will write a

letter of request to the respondents of the study. In administering the questionnaire, the

researchers will personally give it to the respondents and also will conduct an interview
that will help to formulate the data. The respondents were from Polangui, Albay. Upon

the retrieval of the questionnaires, the researchers will tally and tabulate the data

gathered. The data will be the bases of analysis and interpretation.

 TABLE OF CONTENTS

TITLE Page

PRELIMINARIES n

Title Page n

Acknowledgement n

Abstract n

Table of Contents n

CHAPTER 1 - The Problem n

Introduction n

Statement of the Problem n

Scope and Delimitation n

Significance of the Study n

Notes n

Chapter 2 - Review of Related Literature and Studies n

Review of Related Literature n

Review of Related Studies n

Synthesis of the State-of-the-Art n

 Gap Bridged by the Study n

Theoretical Framework n

Theoretical Paradigm n

Conceptual Framework n

Conceptual Paradigm n

Definition of Terms n

Notes n

CHAPTER 3 - Research Design and Methodology n

Research Design n

Sources of Data n

Research Instrumentation n

Data Gathering Procedures n

Statistical Treatment n

CHAPTER 4 - ANALYSIS AND INTERPRETATION n

CHAPTER 5 - SUMMARY, CONCLUSIONS AND RECOMMENDATIONS n

Summary n

Conclusions n
 Recommendations n

BIBLIOGRAPHY n

APPENDICES n

A. Letter to the Respondents n

B. Survey Questionnaires n

CURRICULUM VITAE n
 CHAPTER 1

THE PROBLEM

INTRODUCTION

Gender is the range of characteristics pertaining to, and differentiating between,

masculinity and femininity. Depending on the context, these characteristics may include

biological sex (i.e. the state of being male, female, or intersex), sex-based social

structures (including gender roles and other social roles, or gender identity). 1

Gender is one of the causes of discrimination, not just in a certain edge but in the

whole aspect of an individual.

Female as a gender experienced discrimination. Years ago, women are not

allowed to go to school or even to vote because of the belief that women are weak and

don’t have the capability to lead and make a change. And now, though they have proved

themselves, there are still instances that gender inequality takes place.

Philippines are one of the countries that is experiencing a dilemma when it

comes to job or works. There are thousands of graduates of graduates but failed to use

their expertise on the job they are presently engaging. Job mismatch, unemployment,

and underemployment are some of the dilemmas our country is facing. The gender

roles in others employers perspectives affect their status, skills, and performance on

their job. The LGBT individuals possessing the skills, personality, behavior, and abilities

can have a better rank in the society as the media showed the world.
 Today, it was said the society has accepted the third kind of gender, the LGBT

(Lesbian, Gay, Bisexual and Transgender) but based from the situation that can be

pictured out, it is obvious that there are still barriers between the holistic acceptance

and freedom of the LGBT community.

The rise of the issues about the Gender and Job hunting made the researcher to

conduct a study regarding this kind of problem.

STATEMENT OF THE PROBLEM

This study is conducted to determine the effects gender in job hunting.

Specifically, it sought to answer the following questions:

1. What is the percentage of the respondents engaged in terms of:

a. white-collar jobs
b. blue-collar jobs
c. unemployed
2. What are the distinct jobs of the following gender:
a. Male
b. Female
c. LGBT (Lesbian, Gay, Bisexual, Transgender, )
3. What are the differences of the genders (Male, Female, LGBT) in their jobs in

terms of:
a. Salary
b. Job Opportunities
c. Job placement

SCOPE AND DELIMITATION

This study will be conducted in the Municipality of Polangui, third district of Albay,

Bicol Region. There will be a total of 50 samples that will be randomly selected. As

much as possible, there should be 15 Male respondents, 15 female respondents and 20

respondents from LGBT.

 The researchers will use questionnaires and interview in gathering the data. The

data gathering and the interpretation of data will be done within 2 months, September

and October, 2015.

SIGNIFICANCE OF THE STUDY

The result of this study will benefit the following sectors in the community:

Job Hunters. This will help them to be aware of the systems in finding job and

the real world of employment and labor market.

Employers/Companies. This will help them to know the needs of their

employees and to implement changes to improve their job hiring activity.

Government. This will give them ideas on what actions to be made to eradicate

this problem faced by job hunters especially the LGBT group.

Researchers. This group of peole will be motivated to pursue the same study for

research purposes.

NOTES
1
https://en.m.wikipedia.orh/wiki/Gender
 CHAPTER 2

REVIEW OF RELATED LITERATURE AND STUDIES

This chapter presents the related literature and studies after the thorough and in-

depth search done by the researchers. This will also present the synthesis of the-state-
of-art, theoretical and conceptual framework to fully understand the research to be done

and lastly the definition of terms for better comprehension of the study.

REVIEW OF RELATED LITERATURE

Gender is the range of characteristics pertaining to, and differentiating between,

masculinity and femininity. Depending on the context, these characteristics may include

biological sex (i.e. the state of being male, female, or intersex), sex-based social

structures (including gender roles and other social roles, or gender identity). 1

Sometimes, gender and sex are interchanged. These two don’t have similarities and

they only possess differences. There will always be two kinds of sex, male and female.

Sex depends on the physiological identity of an individual while gender is about the

roles of an individual in a society.

It was said that gender has three kinds, male, female and LGBT at the same time

they have distinct gender roles. Gender roles are sets of societal norms dictating what

types of behaviors are generally considered acceptable, appropriate or desirable for a

person based on their actual or perceived sex. The specifics regarding these gendered

expectations may vary substantially among cultures, while other characteristics may be

common throughout a range of cultures. 2

Gender identity is defined as a personal conception of oneself as male or female

(or rarely, both or neither). This concept is intimately related to the concept of gender

role, which is defined as the outward manifestations of personality that reflect the

gender identity. Gender identity, in nearly all instances, is self-identified, as a result of a

combination of inherent and extrinsic or environmental factors; gender role, on the other
hand, is manifested within society by observable factors such as behavior and

appearance.3

Gender role and gender identity is one of the important issues in employment or

job hunting. Despite some progress made over the last few decades in increasing

women’s labor force participation and narrowing gender gaps in wages, gender equality

in the world of work still remains an elusive goal. While millions of women have become

successful entrepreneurs, women are still grossly underrepresented in the world’s board

rooms. In particular, in the developing world, women continue to form a large majority of

the world’s working poor, earn less income, and are more often affected by long-term

unemployment than men. This is due to women’s socio-economic disadvantages

caused by gender-based discrimination and their double roles of being a worker and a

care taker for the society. Women often have less access to productive resources,

education, and skills development and labor market opportunities than men in many

societies. Largely, this is because of persistent social norms ascribing gender roles,

which are often, slow to change. Furthermore, women continue to undertake most of

unpaid care work, which has become an increasing challenge in their efforts to engage

in productive work, both in subsistence agriculture and market economy, especially in

4
countries which are negatively affected by environmental change and HIV and AIDS.

Occupational inequality has historically always been a problem, but could

diminish over time, according to Richard A. Miech, who attributes this potential change

to economic theory. He determines that race and sex discrimination is inefficient in a

competitive world. As the occupational pipeline, the educational background and

environment in which people develop profoundly shapes the direction in which their
career path with follow. Historically, there has been a significant gender imbalance in

fields of study. Women have always dominated the humanities, while men have held a

sizeable differential when it comes to science, technology, engineering, and

mathematics (STEM) fields. Some of the primary factors leading to gender imbalances

in collegiate fields of study include differences in pre-college preparation, personal

preference for a field of study, and career prospects. 5

Local government units from different cities all over the Philippines have been

proactive in passing and filing city ordinances banning LGBT discrimination. In Quezon

City, antidiscrimination in employment was enacted in 20049 and LGBT-friendly

provisions are supplemented in the Quezon City Gender and Development Ordinance.

Albay Province and Bacolod City passed an anti-discrimination ordinance. Angeles City

not only passed antidiscrimination legislation but created a Gay Rights Desk as well. In

Cebu City while an antidiscrimination ordinance is being deliberated, a city resolution

was filed urging the Department of Interior and Local Government (DILG) to issue a

memorandum to all government agencies to include the LGBT sector in their Gender

and Development (GAD) Programs.6

According to the articles, it shows that Gender Discrimination and Gender

Inequality are still present today but the government is trying to eradicate this issue by

filing ordinances against Gender Discrimination.

REVIEW OF RELATED STUDIES

The study entitled “Effect of Gender Equality to Philippine Poverty” by Gemar P.

Perez, Teodorica G. Ani and Camilo C. Alulod primarily aimed on analyzing the effect of
Gender Equality to Poverty in the Philippines covering the period of 1988-2010. Gender

Equality was measured by Gender Health Index, Gender Education Index and Gender

Income Index. Poverty was proxied by Poverty Threshold. 7Based from the study, it was

found out that Gender Education was insignificant while it was observed that Gender

Health index and Gender Income Index were both highly significant.

Life Cycle patterns in Male/Female Differences in Job search by Astrid Kunze

and Kenneth Troske aimed to investigate about the span of job hunting of men and

women and it was found out that women tends to take longer to find job compared to

men. It also showed that women are being displaced once they bear child. 8

Gender Equality in the Labor Market in The Philippines is a report by a team of

international consultants selected by ADB for a technical assistance project on

promoting gender equality in Asian labor markets for inclusive growth, implemented in

cooperation with the International Labour Office (ILO), Bangkok. It showed that

employment growth alone is not sufficient to judge whether there is inclusive growth,

especially in low-income countries where there is significant underemployment and a

large informal employment sector. Gender inequality in the labor market is ascertained

here by reference to seven gender gaps (or deficits for women): labor force

participation, human capital, the unpaid domestic and care work burden, vulnerable

employment, wage employment, decent work, and social protection. Despite a variety of

gender-responsive legal and policy initiatives, an assessment of the labor market in the

Philippines reveals that although some gender gaps have been reduced, women still

suffer from persistent gender deficits.9

 The following studies and report show the effects of gender not just in

employment but also in the life of an individual.

SYNTHESIS OF THE STATE-OF-THE-ART

Researchers on Related Literature presents the background of gender as well its

discrimination or the inequality in terms of employment. It also shows the differences of

each of the gender in variety of aspects. Upon various researches, a gap discern that

no study embarked upon the same research that the study is all about.

Based from the related studies collected, no study has found out to study the

same topic except for the books that are to its parts. Many have studied about the

gender inequality and gender discrimination.

GAP BRIDGED BY THE STUDY

The researchers’ review of related literature and studies were made, it was

observed that the current studies focused on the privileges and rights of the women and

the LGBT community and less had deal with male as a gender. Based from the

researches, it will serve as a way of bridging the gender to equality in terms of job

hunting or employment.

The researchers will find out if gender affects the job hunting or employment of

an individual. By the use of questionnaires, this will make a gap-bridged to the present

study.

THEORETICAL FRAMEWORK
 The researchers adapted the Theory of Hiring in supporting the study. This theory

states that an employee should be hired based from his/her performance, regarding the

other aspects of an individual such as family background and physical appearance.

Companies need to screen and hire people based on their performance and

results, emphasizing what the person will be learning, doing and becoming. 10 Also, the

companies should deal with long-term effects rather than short-term effects of hiring.

Male, female and LGBT applicants will serve as the input while educational

attainment, performance and results of the screening and skills and experiences will be

the process and hiring of qualified applicants as the output.

Below is the illustration of Theoretical framework

Figure 1. THEORETICAL PARADIGM OF THE STUDY

CONCEPTUAL FRAMEWORK

The figure 2 shows the conceptual framework of the study. Based from the

theoretical framework, it can be observed that by basing the hiring of applicants

according to their educational attainment, performance and results in screening and

skills and experiences, qualified applicants will be hired.

Following this line of thought, upon the hiring of the qualified applicants, their

salary, benefits, job placement and job opportunities should be given based from their

position and results of the screening to be able to observe gender equality.

 Male, female and LGBT employee will serve as the input; Benefits, salary, job

placement and job opportunities as the process and Gender Equality will be the output.

Below is the illustration of the Conceptual Framework

FIGURE 2. CONCEPTUAL PARADIGM OF THE STUDY

DEFINITION OF TERMS
 For better understanding of the study, the researchers gave several terms that

were defined conceptually and operationally as used in the study:

Gender. It is the range of characteristics pertaining to, and differentiating

between, masculinity and femininity. It can be Male, female or LGBT (Lesbian, Gay,

Bisexual and Transgender).1

Job hunting. In the study, it is the act of applying for a job.

Male. It is a man or a boy.

Female. It is a woman or a girl.

LGBT. As used in the study, it stands for lesbian, gay, bisexual and transgender

and along with heterosexual they describe people's sexual orientation or gender identity.

Gender Equality. It is the state of having equal rights and privileges among all

the genders.

Gender Inequality. It is the state of not having equal rights and privileges among

all the genders.

Gender Discrimination. It is discrimination against a person or group on the

grounds of sex or gender identity.

Salary. It is the regular payment of an employee.

Benefits. It is the privileges of an employee given by their employer or company.

Job Placement. It is the placement of individuals in jobs matching their abilities.

 Job Opportunities. Opportunity in employment which was given to an individual.

Qualified Applicant. Applicant having necessary qualifications.

NOTES
1
https://en.m.wikipedia.orh/wiki/Gender
2
https://en.wikipedia.org/wiki/Gender_role

3
http://emedicine.medscape.com/article/917990-overview

4
http://www.ilo.org/employment/areas/gender-and-employment/lang--en/index.htm

5
https://en.wikipedia.org/wiki/Occupational_inequality

6
International gay and Lesbian Human Rights Commission (IGLHRC). Human Rights

Violations on the Basis of Sexual Orientation, Gender Identity, and Homosexuality in the

Philippines. October 2012.

7
Perez, Gemar P, Ani, Teodorica G, and Alulod, Camilo C. Effects of Gender Equality to

Philippine Poverty. 2010

8
kunze, Astrid and Troske, Kenneth. Life Cycle patterns in male/female differences in job

search. December, 2009.

9
http://www.adb.org/publications/gender-equality-labor-market-philippines

10
https://www.linkedin.com/pulse/theory-hiring-part-1-lou-adler

CHAPTER 3
 RESEARCH DESIGN AND METHODOLOGY

This chapter presents the design and method used, the sources of data,

procedure, instrumentation and the statistical treatment that will be employed in the

study.

RESEARCH DESIGN

The researchers employed descriptive survey method in the study. It is

appropriate in the process of data gathering, analyzing, classifying and tabulating data

about prevailing conditions, practices, beliefs, processes, trends, and cause-effect

relationships and adequate and accurate interpretation of data.

SOURCES OF DATA

The primary sources of data of the study were the responses of the randomly

selected respondents, who were the residents of Polangui, Albay. There will be just a

total of 50 respondents. The other sources of information came from the articles from

the internet, books, magazines and other related materials related to the study.

Moreover, thesis and dissertation were used as related study and sources of additional

information.

RESEARCH INSTRUMENTATION

A questionnaire-checklist is used in gathering the data. The questionnaire has

three parts, the general profile of the respondents, checklist and open-ended questions.

The questionnaire is consisted of items that determine the effects of gender in job

hunting and other factors that affects job hunting.

DATA GATHERING PROCEDURES

Prior to the distribution of the questionnaire, the researchers will write a letter of

request to the respondents of the study.

In administering the questionnaire, the researchers will personally give it to the

respondents and also will conduct an interview that will help to formulate the data. The

respondents were from Polangui, Albay.

Upon the retrieval of the questionnaires, the researchers will tally and tabulate

the data gathered. The data will be the bases of analysis and interpretation.

STATISTICAL TREATMENT

The statistical tools used in this study were stated below with the formula:

1. Frequency count utilized to indicate the numerical count and ranking done to

strengthen the interpretation.

2. Percentage is used to analyze the socio-demographic profile of the respondents and

to describe the recommendations suggested by the respondents.

Where:

P- Percentage

n- Number of Respondents

N- Total number of population

CHAPTER 4

PRESENTATION, INTERPRETATION AND ANALYSIS OF DATA

 This chapter presents the analysis and interpretation of the data gathered in the

study: “Gender and Its Effect in Job Hunting”.

1. Frequency Distribution of the Number of Respondents

The frequency distribution of Gender of males, females, and LGBT is

essential in this study for the researchers to figure out and determine the answers to the

problems.

Figure 1.0 FREQUENCY DISTRBUTION OF THE NUMBER OF RESPONDENTS

12
16
MALE
FEMALE
LGBT

22

Figure 1.0 shows the distribution of the number of respondents. It is divided into three

that corresponds to the respondents namely: Male, Female, and LGBT. There were 16
males, 22 females, and 12 LGBT. The respondents are selected randomly in Polangui,

Albay with the total of 50 respondents.

2. Figure 2.0 Types of Job of the Respondents

Job distinction of the following respondents is very necessary in this study.

Researchers are able to determine to different factors that affect in job hunting.

FIGURE 2.0 TYPES OF JOB OF THE RESPONDENTS

50
45
40
No. of respondents
35 White Colar
30 Blue Colar
25 22 Unemployed
20 16 16
15 12
10 9
7
5 5
5 2 2 3
1
0
MALE FEMALE LGBT
.

Figure 2.0 shows that the respondents have diverse type of jobs. Based on the survey-

questionnaire the researchers distributed and supported by the interview conducted, the

educational attainment of the respondents affect the type of jobs they landed on. The

number of males engaged on white collar jobs (9), blue collar (5), and unemployed (2).

For the female: white collar (16), blue collar (5), and unemployed (1). And for the LGBT

respondents: white collar (2), blue collar (7), and unemployed (3).

3.0 The Distinct Jobs of the Respondents

 Male is associated as tough, strong, and skilled. He is more expected to

engage in the jobs which requires the exert more effort and strength. The nature and

type of his job anchor on his gender and expectations of the society for the role he

needs to fulfill.

Figure 3.0 Distinct Jobs of Male

13.00%

Office works
Contruction Works
31.00% 56.00% Unemployed

Figure 3.0 shows the distinct jobs of the male respondents. There are three

distinctions of jobs for the male respondent namely: office work, construction works, and

unemployed. Out of 16 males, it has 56% works in office, 31% engaged in construction,

and 13% are unemployed.

Figure 4.0 Distinct Jobs of Female

Female before received and encountered being discriminated in terms of her

gender and rights. Since, she is expected to be a mother to her children, and housewife,
this leads to gender and inequality. Nowadays, it has been eradicated. Females are

able to engage on different jobs like the males.

Figure 4.0 Distinct Jobs of Female

4.95%

22.77%
Teacher
Officeworks
54.46% Housekeeper
Unemployed

17.82%

Figure 4.0 shows the distinct jobs of female. There are 4 distinctions of jobs for

the female respondent namely: teachers, office works, housekeeper and unemployed.

Out of 22 females, it has 55% works as teacher, 18% works in office, 23% are

housekeeper and 5% is unemployed.

Figure 5.0 Distinct Job for LGBT

 Nowadays, LGBT group is considers as the group that has been controversial

and encountered biases in different forms or ways. This group also plays essential roles

in the society.

Figure 5.0 Distinct Job for LGBT

25.00%
Self- employed(Choreographer,
Event Organizer)
Teacher
58.00% Unemployed
17.00%

Figure5.0 shows the distinct jobs of LGBT. There are 3 distinctions of jobs for the

LGBT respondent namely: Self- employed (Choreographer, Event Organizer), Teacher,

and Unemployed. Out of 12 LGBT, it has 58% self-employed, 17% works as Teacher,

25% is unemployed.

FIGURE 7.0 THE RANGE OF SALARY OF THE RESPONDENTS

 Salary. It is the regular payment of an employee. The salary of the employee

based on the type of job, performance, position, and the company belong with.

21, 000

above
16, 000- 20,

000
11, 000 – 15,

00
6, 000 – 10,

000
2, 000- 5,

000

Legend:

5 Females 1 Male

1 Female 5 LGBT

5 Males 1. LGBT
 Figure 7.0 shows the range of salary of the respondents. The black triangle are

composed of 5 females, the white triangle is composed of 1 female, the black square

are composed of 5 males, the white square is composed of 1 male, the black circle are

composed of 5 LGBT and white circle is 1 LGBT.White Collar Job the salary are ranging

from 16, 000 and above, Bliue Collar job the salary are ranging from 6, 000 to 15, 000

and unemployed from 0 to 2, 500.

 CHAPTER 5

Summary, Conclusions and Recommendations

This is a presentation of the summary, conclusions and recommendations.

Summary:

This study is conducted to determine the gender and its effect in job

hunting.

Specifically, it sought to answer the following questions:

1. What are the factors that affect in job hunting in terms of:

a. White Collar
b. Blue Collar
c. Unemployed

2. What are the distinct jobs of the following gender:

a. Male

b. Female

c. LGBT (Lesbian, Gay, Bisexual, Transgender, )

3. What are the differences of the genders (Male, Female, LGBT) in their jobs in

terms of:

a. Salary
 b. Job Opportunities

c. Job placement

This study was focused on the above objectives. The problems and objectives

were answered based on the survey- questionnaire distributed and the interview

conducted. Respondents with the total of 50 were asked to answer the questionnaire.

The distributions of the respondents were: male (16), female (22), and LGBT (12).

Findings

The following were the findings of the study:

1. Percentage of the respondents engaged in terms of white collar job, blue

collar job, and unemployed.

The number of males engaged on white collar jobs (56%), blue collar

(31%), and unemployed (13%). For the female: white collar (73%), blue collar (23%),

and unemployed (4%). And for the LGBT respondents: white collar (17%), blue collar

(58%), and unemployed (25%).

2. What are the distinct jobs of the following gender.

a. Male

There are three distinctions of jobs for the male respondent namely: office work,

construction works, and unemployed. Out of 16 males, it has 56% who were office

workers, 31% engaged in construction, and 13% are unemployed.

 b. Female

There are 4 distinctions of jobs for the female respondent namely: teachers,

office works, housekeeper and unemployed. Out of 22 females, it has 55% works as

teacher, 18% works in office, 23% are housekeeper and 5% is unemployed.

c. LGBT

There are 3 distinctions of jobs for the LGBT respondent namely: Self- employed

(Choreographer, Event Organizer), Teacher, and Unemployed. Out of 12 LGBT, it has

58% self-employed, 17% works as Teacher, 25% is unemployed.

3. What are the differences of the genders (Male, Female, LGBT) in their

jobs in terms of:

a. Salary

The salaries of the respondents are based on the type of the job they engaged

on. For the white collar job, it ranges from 16, 000 and above, Blue Collar job the salary

are ranging from 6, 000 to 15, 000 and unemployed from 0 to 2, 500.

b. Job Opportunities

The educational attainment, performance, skills, experiences and the in demand

jobs are the factors that affect in landing jobs. Based from the open- ended interviews

conducted, the respondents emphasized these factors in job hunting.

 c. Job placement

The respondents of this research were not all in-lined with their work from their

current educational attainment. There were those peoples (male, female, LGBT’s) who

tried to seek jobs that they can work for in the time being. Some of them did not even

have the chance to get the work they want so they were still unemployed and some of

them, especially the female preferred to be housewives than to get a job.

Conclusion

The data gathered and analysis defined that gender biases and discrimination

had decrease in number of cases in the society. The genders of every respondent in this

research affected their status in the working environment. Some of them had the

chance to practice their skills and have been very helpful in their distinct working areas.

LGBT’s also had the chance to prove themselves worthy in their respective jobs that

has given them the confidence to further expound their efforts at work. Overall, the

respondents experienced different obstacles in job hunting and still works hard to be

able to attain the kind of work that they wanted to achieve.

Recommendations
Name: Mary Mechelle S. Casais

Sex: Female Age: 19 years old

Citizenship: Filipino Religion: Roman Catholic

Civil Status: Single

Place of Birth: Sta. Cruz, Manila

Date of Birth: June 26, 1996

Parents: Father: Marte M. Casais Occupation: Casual Employee

Mother: Sheila S. Casais Occupation: Teacher

Educational attainment:

Elementary level: Buhi Central Elementary School

Secondary Level: Polangui General Comprehensive High School

Tertiary Level: Bicol University Polangui Campus

Bachelor in Secondary Education

NAME: Cherry Joy J. Salcedo
AGE: 19
BIRTHDAY: November 28. 1995
ADDRESS: Centro Occidental, Polangui, Albay
CIVIL STATUS:Single
RELIGION: Roman Catholic
CONTACT NUMBER: 09285888324
EMAIL ADDRESS: cherijoijacob@yahoo.com

FATHER”S NAME: Edgardo C. Salcedo

MOTHER”S NAME: Marivic J. Salcedo

EDUCATIONAL ATTAINMENT

ELEMENTARY:

Salle Learning Center (2002, 2004)

Polangui South Central Elementary School (2004-2008)

SECONDARY:

Polangui General Comprehensive High School (2008-2012)

TERTIARY:

Bicol University Polangui Campus (2012- present)

Bachelor in Secondary Education
Major in Mathematics
Name: Nerrisa E. Sabaulan

Sex: Female Age: 19 years old

Citizenship: Filipino Religion: Church of Christ

Civil Status: Single

Place of Birth: Tapel, Oas,Albay

Date of Birth: October, 28, 1994

Parents:

Father:Ricardo B. Sabaulan Occupation: Farmer

Mother: Natividad E. Sabaulan Occupation:Business Woman

Educational attainment:

Elementary level: Tapel Elementary School

Secondary Level: Grace Christian Mission Technical School

Tertiary Level: Bicol University Polangui Campus

Bachelor in Secondary Education

FAMILY BACKGROUND

NAME: Carmela D. Escaño

BIRTHDATE: December 28, 1994

BIRTHPLACE: Tangob, Lipa City, Batangas

ADDRESS: West Carisac, Libon, Albay

CONTACT NO.: 09075234729

MOTHER’S NAME: Elma Dollentas Escaño

FATHER’S NAME: Rodrigo Ocampo Escaño

EDUCATIONAL BACKGROUND:

ELEMENTARY: West Carisac Elemtary School

SECONDARY: Libon Agro Industrial High School

TERTIARY: Bicol University Polangui Campus

FAMILY BACKGROUND

NAME: Carmela D. Escaño

BIRTHDATE: December 28, 1994

BIRTHPLACE: Tangob, Lipa City, Batangas

ADDRESS: West Carisac, Libon, Albay

CONTACT NO.: 09075234729

MOTHER’S NAME: Elma Dollentas Escaño

FATHER’S NAME: Rodrigo Ocampo Escaño

EDUCATIONAL BACKGROUND:

ELEMENTARY: West Carisac Elemtary School

SECONDARY: Libon Agro Industrial High School

TERTIARY: Bicol University Polangui Campus