Ateneo de Zamboanga University

The Jesuit University in Western Mindanao

Since 1912
SENIOR HIGH SCHOOL UNIT

Position Paper

Presented by

De Leon, Marielle Mae E.

Grade 12 ABM Blessed Miguel Pro, SJ

Presented to

Mr. Jay Rodel Serdenia

ABM129 Instructor

March 23, 2023

 The issue of gender inequality has some underlying shaping in the Philippine workplace.
It's often a divisive concept, but many manage to skip the obvious conversations that address it.
But now's the perfect time to change that. When the World Economic Forum compiled its Global
Gender Gap Report in 2006, the organization considered the Philippines as one of the gender-
neutral countries. As it is despite efforts to increase the presence of women in the workforce,
there is ample evidence that some women still face pregnancy stigma, sexual harassment and
gender pay gaps. In nominal terms, the gender pay gap is the average wage gap between
employed men and women. It is an oppressive system that tolerates a culture of injustice against
women.

ABS-CBN News' NXT teamed up with her Jobstreet PH to address the issue in her live
discussion where experts provide in-depth information on gender discrimination in the
workplace for Filipinos. Broadcast via Facebook, this live talk was moderated by broadcast
journalist Niña Corpuz and moderated by Prof. Dynah Basuil, Executive Director of AIM
Ramon V. Del Rosario Sr. Center for Corporate Responsibility, Catherine Uy, Buskowitz Group
COO, and Philip Angeles Gioca, Country Manager of Jobstreet.com. Basuil first asserted that
there is no difference between low education and working level, but high education often
indicates the opposite. Starting salaries for college graduates are the same for men and women,
but the gap starts to widen as you move up the graduate and supervisor levels. Gioca
complements this claim that the larger the company, the more men are in management positions.
Unlike many Asian countries, where women are fixed in specific roles, Filipinos tend to be more
liberal when it comes to careers. To the extent that one of these influences, transparency, is
observed, equality is also observed. However, in some cases, as in Indonesia, women are paid
more than men for the same job, inverting the gender pay gap.

Increased employment is a key mechanism for achieving inclusive growth for women
provide women with the opportunity and decent results of their work to advance gender equality
in the labor market. But Philippine economic growth has not led to enough jobs growth and
employment gains have not been inclusive for women. In general, the gender equality in the
labor market has barely improved when measured by share percentage of women employed in
the non-agricultural sector. This is highly rated in the Philippines annual income of women is
less than 60% of that of men. However, employment growth alone is not enough to assess
whether growth is inclusive.
Especially in low-income countries, where there is considerable underemployment and large-
scale employment, Non-regular employment sector. Gender inequality in the labor market is
determined here by reference: Up to seven gender gaps (or female deficits): labor force
participation, human capital, Unpaid domestic and care workload, unprotected employment,
dependent employment, decent Labor and Social Protection. Despite numerous gender-specific
legal and political initiatives, while there are some gender differences in the evaluation of the
Philippine job market,
Despite its decline, women continue to suffer from persistent gender disparities. The EU has
made some progress in closing the gender gap between men and women in the labor force
participation rate (LFPR) is currently 29%. Lower LFPR of women compared to men who
underutilize the female workforce paid labor market due to lack of humane job opportunities and
decent job opportunities difference in capital and making housework and nursing care free.

Gender disparities in human capital reflect gender segregation in types of education and
training their availability to women may limit their participation in the labor market. Philippines
has achieved gender parity in primary and secondary education, but quality is still there
differences between types of education and gender segregation in higher education. Household
chores are divided between men and women, and women are mainly in charge. Compared to
men, they have more housework and nursing care, and the overall workload is higher. In the
Philippines, A woman spends 84% of her housework time on childcare. Gender-specific social
norms contribute to the fact that women have more responsibilities and time obligations within
and within the home. This situation is slowly changing, despite rising female labor force
participation. Paid work and time spent on it. Demand continues to rise due to relatively high
birth rate especially given the low availability of childcare services, for unpaid work for women.
Gender gap in precarious employment are 6 points in the Philippines. It is not just women that
are more likely to be in precarious employment, but also more likely to fall into this category.
The fewest opportunities for decent work come from unpaid and contributing families. As of
2012, the employment rate of Filipino women is significantly lower than that of men. The gender
gap in employment rates reached 26.2 points.
 The Philippines faces the task of generating employment growth, reducing vulnerable
employment, and improving decent work opportunities. This will require broad macroeconomic
responses to expand employment opportunities, as well as policies and legislation to improve
decent work, social protection and active labor market support. Gender equality is not recognized
as a normative macroeconomic goal in the Philippines' national development plan. The use of
macroeconomic policies to directly expand employment has been limited and gendered impacts
remain underexplored. By contrast, trade policies have been linked with employment, and the
Philippines has identified employment targets or indicators. Country-specific analyzes of gender-
specific impacts of fiscal and monetary policies are needed. Along with designing and delivering
innovative programs that are gender sensitive. Reduce unpaid domestic and care work by women
is an important strategy for promoting participation of equal rights for women and men in the
labor market. This includes child development framework policy for long-term care services.
Similarly, facilitate the export of goods and services it should be linked to an analysis of gender
employment effects.

There is a way to build on some existing positive elements. In the Philippines, a job-
oriented growth model is assumed and employment targets are set, but this is true not categorized
by gender. It encourages you to allow overtime work. Macroeconomic targets and gender-
sensitive targets are set and monitored. Philippines should increase women's involvement in
relevant technical and professional fields Education and Training Programs (TVET), linking
them to the labor market and securing them. Women can receive education in non-traditional
fields. This includes the industry and employer groups, and the development of public-private
partnerships.
Links to public and private employment agencies. Women should and should be involved at each
step is to address their needs in a targeted manner before embarking on a vocational training
program. Young women too extra encouragement is often needed to pursue non-traditional
courses that allow this future employment opportunities on an equal footing with men. Such a
training program steps must be taken to reduce discrimination against women in recruitment.
 Non-traditional occupations and industries. Governments also need to address the fact
that:
Social security is scarce in the informal sector, where female employment is very high. Through
the development of national social protection strategies for non-regular workers. Equality and
non-discrimination are guaranteed in the Philippines, The constitution and labor laws need
further improvement. It should be amended to properly implement the concept of equal pay for
work of equal value. Value associated with narrowing the pay gap. It is recommended that you
act developing and implementing an independent and transparent process for setting minimum
wages; it applies objective criteria and includes the involvement of social partners. More
restrictive the use of multiple short-term contracts is good legislative practice to address
important issues aspects of precarious employment.

In summary, despite a decline in the gender gap in labor force participation, the gender
gap in productive and decent work persists in the Philippines. Women are subject to the deficits
of less available work, more vulnerable work, and the unpaid work burden, and in many
occupations and industries are paid at a lower rate than men even when they do find work. There
is a strong gendered division of domestic labor. Women are not only more likely to be in
vulnerable employment, but they are also more likely to be in the category of unpaid contributing
family members, which offers the least opportunities for decent work. The main constraints on
women in the labor market are domestic work and care burdens, and women's more limited
access to resources, including education, training, government services, credit, and financial
services. Women also face pervasive discrimination, including lack of social protection in most
aspects of their employment and work. The Philippines should seek ways to provide effective,
simple and well-known mechanisms encourage women to file complaints and seek redress for
discrimination and sexuality harassment in the work environment. We need to hear women's
voices on these issues. Women's participation through trade unions and women's groups and
organizations should be encouraged. Philippines also needs to address structural issues and
financing Challenges to improve the effectiveness and coverage of labor inspectors. Initiative
includes development of public-private partnerships to achieve improved labor inspection use of
social dialogue.
REFERENCES:
ABS-CBN (2019, September 13). The real deal on gender inequality in PH workplace. ABS-CBN News.
Retrieved September 13, 2019, from https://news.abs-cbn.com/advertorial/life/09/13/19/the-real-deal-
on-gender-inequality-in-ph-workplace

Lohani, B. N. (2013). Gender Equality in the Labor Market in the Philippines. Asian Development Bank.
Gender Equality in the Labor Market in the Philippines. Mandaluyong City, Philippines: Asian
Development Bank. https://www.adb.org/sites/default/files/publication/31194/gender-equality-labor-
market-philippines.pdf