University of Baguio

Assumption Road, Baguio City 2600

Gender and Society

Topic: Gender and Labor

Objectives:

1. Evaluate the labor conditions that encourage and challenge gender empowerment
in the Philippines.
2. Compare the employment opportunities, benefits, and privileges that are
determined by gender.
3. Make an informative tool that presents the current labor conditions encountered by
women in the Philippines.

Lesson Proper:

Introduction

Processes of political and economic transformation that have changed the face of the
world over the past decades have had a profound impact on the lives of women.
Many of these changes have been positive. Some, however, have strengthened the
bonds of subordination and discrimination against women, restricting them from
enjoyment of their economic and social rights. Internal conflicts and wars have led to
displacement and destruction of property and livelihoods, which place women in an
ever more vulnerable position. Military conflict also results in an increase in violence and
crime, and women and girls become targets. Extremism and religious fundamentalism
deny women’s autonomy and subject them to the most cruel and inhuman of
punishments for “transgression” of norms laid out by those in power within the
hierarchies that rule these movements.

The rapid globalization of the world’s economies has brought in its wake not only
structural adjustment programs that weaken national economies and nation-states, but
also promotion of forms of industrialization and agriculture that are more exploitative of
both human and natural resources. Statistics show that the female labor force is the
most affected. In addition, as the poor of the world become poorer, women become
the poorest of them all; the “feminization” of poverty is a reality in the contemporary
world. A decrease in social spending—for example, on public health, education,
transport, food, and fertilizer subsidies—has been a critical part of the “structural
adjustment programs” imposed on many countries by the international financial
institutions. This decrease has had a disastrous impact on the quality of life of
populations in general, and on disadvantaged communities, such as women, in
particular.

Gender Discrimination in the Workplace

Workplace gender discrimination comes in many different forms, but generally it means
that an employee or a job applicant is treated differently or less favorably because of
their sex or gender, or because the person is affiliated with an organization or group
that is associated with a particular sex or gender. Even though the words “sex” and
“gender” have different meanings, laws against discrimination at work often use them
interchangeably.

Sometimes workers experience discrimination because of their gender and something

else, like their race or ethnicity. For example, a woman of color may experience
discrimination in the workplace differently from a white female coworker. She may be
harassed, paid less, evaluated more harshly, or passed over for promotion because of
the combination of her sex and her race.

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Types of Discrimination in Workplace

Unequal Pay
One of the most common forms of gender discrimination in the workplace is unequal
pay. Even in the 21st century, women continue to earn less than men for performing the
same job and holding the same qualifications. This gender pay gap not only affects
women’s financial stability but also perpetuates gender inequality.

Stereotyping and Bias

Stereotyping based on gender is another prevalent issue in the workplace. This includes
assumptions about the abilities, behaviors, and career ambitions of individuals solely
because of their gender. For example, women may be unfairly perceived as less
competent in leadership roles, while men may face scrutiny for taking on caregiving
responsibilities.

Promotion and Advancement

Gender discrimination can also rear its head when it comes to promotions and career
advancement. Women and other gender-diverse individuals may face barriers to
climbing the corporate ladder, such as being passed over for promotions despite being
equally or more qualified than their male counterparts.

Harassment
Sexual harassment is a form of gender discrimination that creates a hostile work
environment. It includes unwanted advances, comments, or actions of a sexual nature.
Both women and men can be victims of harassment, and it can have severe emotional
and professional consequences.

Pregnancy Discrimination
Pregnancy discrimination is another form of gender discrimination that affects women.
Some employers may discriminate against pregnant employees, deny them reasonable
accommodations, or subject them to unfavorable treatment.

Unequal Opportunities
In some workplaces, men may be offered opportunities for professional development,
training, or mentorship that are not extended to women. This unequal access to
resources can hinder career growth and perpetuate gender disparities.

Retaliation
Employees who report instances of gender discrimination may face retaliation from
their employers or colleagues. Retaliation can take many forms, including termination,
demotion, or exclusion from important projects.

Hostile Work Environment

A hostile work environment is created when pervasive gender-based harassment,
ridicule, or intimidation affects an individual’s ability to perform their job. Such an
environment can result in emotional distress and hinder career advancement.

Unequal Dress Codes and Appearance Standards

Some employers enforce dress codes and appearance standards that
disproportionately affect one gender. For instance, requiring women to wear high heels
or makeup while not imposing similar requirements on men can be considered gender
discrimination.

Gender Identity Discrimination

It’s important to note that gender discrimination is not limited to cisgender individuals.
Transgender and gender-nonconforming employees can also face discrimination,
including misgendering, refusal of restroom access, or other forms of unequal
treatment.

Note: Not all gender discrimination is intentional or explicit. It could still count as
discrimination if your employer does something that ends up excluding or harming
workers of a particular sex without intending to. Oftentimes, a certain practice or policy
— say, a hiring test or requirement — does not say anything about gender and may not
have been put in place for the purpose of keeping women out of certain jobs but ends

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up having that effect. This kind of practice or policy could still be considered
“discriminatory,” and if you’ve been denied a job-related opportunity, paid less, or lost
your job (were fired) because of it, you might have a discrimination claim.

For workplace gender discrimination to be considered illegal, it must involve treatment

that negatively affects the “terms or conditions” of your employment. Terms or
conditions of employment are all the responsibilities, rules, and benefits of a job. Most of
the time, they are set by an employer or negotiated by a worker and the employer at
the time of hire. In unionized workplaces, they are negotiated and agreed on as part of
the “collective bargaining” process. “Terms and conditions” include but are not limited
to things like your job responsibilities, work hours, dress code, vacation, and sick days,
starting salary, and performance evaluation standards. (Gender Discrimination at Work,
2019).

Right to Work and Rights at Work

From a gender perspective, the meaning of work would be changed to include unpaid
work at home, on the family farm, and elsewhere, work that is currently not valued by
society. A redefinition of work would recognize women’s productive labor and enable
women to profitably engage in home-based work. Women are currently relegated to
low-paid and low-skilled jobs; this needs to be rectified. A fresh perspective would help
ensure that women have flexible working hours and that they are reintegrated into the
labor force after time off for marriage and childbirth without penalization for absence.

Rights at work would include protection from sexual harassment in the workplace, trade
unions and labor organizations. They would also include provision of nursing breaks for
breast-feeding mothers, and establishment of day-care centers; separate toilet facilities
and free access to them; provision of dayrooms for rest and recognition of
menstruation-related health problems as the basis of rest breaks; and ensuring
participation of women in trade unions by holding meetings at times that are
convenient to women.

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