Gender Equality in the Workplace: Achieving Parity in the Philippine Labor Market, Cheat Sheet of Sociology of Gender

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MEN & WOMEN IN THE WORKPLACE Gender Equality • considered a critical element in achieving decent work for all men and women • to establish social and institutional change leading to sustainable development with equity and growth • equal rights, responsibilities, and opportunities regardless of sex or gender Women are usually in the disadvantaged position • unequal power relations and expectations between men and women • men as the "power" and women as the "support" • tasks done by women are less valued • oppressive status = discriminatory treatment Integrated approach to gender equality and decent work • to enhance equal employment opportunities • to improve women's access to education, skill training, and healthcare • to take women's role in the economy into account GENDER WORK EQUALITY • monitoring gender equality in workplace should be a priority to remove old time gender work gaps to maximize potentials of both women and men in the development process How to achieve gender equality in the workplace? • provide equal pay for work of equal or comparable value • remove barriers to the full and equal participation of women in the workforce • give access to all occupations and industries (e.g. leadership roles) regardless of gender • eliminate discrimination on the basis of gender, particularly in relation to family and caring responsibilities Workplace gender equality is associated with what? • improved national productivity and economic growth • increased organizational performance and reputation • enhanced ability of companies to attract talent and retain employees Elements of equality between men and women in the context of world of work includes? • equal opportunity and treatment in employment • equal salary for work of equal value • equal access to safe and healthy working environment and to social security • equal association and collective bargaining • equal obtaining of meaningful career development • equal participation in decision-making at all levels • work-home life balance that is fair to both men and women GENDER GAP AT WORK What is it all about? • existing gender biases • perennial problem in the workplace • Wiesner-Hanks (2011) there are strong distinctions between men's and women's work • men's task is the very definition of "work" and women's task is defined as "assisting" or "supporting" only, regardless of the time, skill, and effort • Kanter (1997) men and women are often expected to perform different tasks and occupy different role in the workplace based on their sex • in the early 21st century, many corporations would operate from a perspective that favors traditional beliefs about gender roles • the positions that men and women hold within a corporation are often determined by sex • despite of the significant adjustment has made to narrow existing gaps among women and men workforce, traditional perspective in gender roles remains predominant while men are expected to hold managerial and executive positions Gendered Workplace in the Philippines • Precolonial period - equal status of women has been established - showed great reverence for women and matriarchal lineage - filipino women could inherit family property, engage in trade, fight as warriors, and even hold positions as religious leaders - gender egalitarianism is evident in the creation myth, whereby man and woman (malakas at maganda) came from the same piece of bamboo after a bird pecked at it • Daniels (2017) philippines is one of the few asian countries to have elected two female presidents since its independence • Global Gender Gap Report (2014) philippines is ranked 9th in the world in terms of gender parity and was the only asian country in the global top 50 • Grant Thornton (2018) philippines ranked 1st for the proportion of women holding senior management roles in southeast asia, and 5th globally, with 37% of such roles occupied by women; women comprise an average of 34% of corporate boards in the country, far surpassing the global average of 19% • Global Talent Competitive Index (2013) philippines has the strongest talent landscape of all lower middle-income countries (due to the general upward mobility of women making the talent pool more robust) in asia-pacific; scores higher than Thailand which is a country that falls into the upper middle-income group • Victor Saulon (2018) philippines leads asia-pacific on gender equality in work • McKinsey Global Institute (2018) - five gender equality indicators in work: labor-force participation rate, professional and technical jobs; perceived wage gap for similar work, leadership positions, and unpaid care work - philippines is the region's best performer on indicators of gender equality in work and is "near best" on perceived wage gap for similar work - philippine government has a pro-active legislation to close gender gaps in the society that is traditionally matriarchal and egalitarian Gender-Based Gap in Philippine Workplace • despite the significant advances of the country in both promotion and practice of gender-based work equality, it has not totally removed gender inequality • World Bank Report, Remo (2012) filipino working women are paid just 76% of what men get (women are paid less than men for doing similar work), indicating that despite growth and development there is still a significant gap in opportunities for men and women in the philippines • Motoo Konishi (2012) the philippines is in many ways advanced in gender and development but there are still problems that need to be addressed • the report showed a disparity in terms of opportunity to manage enterprises in the philippines with only about 30% of medium-sized enterprises have female managers while just about 20% of large enterprises have female managers Gender Inequality in the Philippines at Work • Global Gender Gap Index of the World Economic Forum (2018) the country still remains in the 10th place as the worsening performance has been due to the wage inequality for similar work carried out • Philippine Institute for Development Studies (2017) unemployment rate is not always reflective of the working conditions of filipino women since it can make it seem that women in the philippines who join the labor force have similar economic opportunities as men • Asian Human Resources Report (2017) 76% of filipino women deal with inequality and prejudice in the workplace on a daily basis, 17% being questioned about their desire to have a family during the interview process Sustainable Challenge on Gendered Workplace in the Philippines • the experience of filipino women in work still depends largely on their socioeconomic status, as lower-income women still confront considerable gender gaps and less opportunity • 6 priority areas in women's equality - increase access to, and equal provision of, family-friendly policies in the workplace - introduce policies and programs to improve gender balance in male- dominated industries - strengthen economic incentives for women to remain in the workplace - reduce barriers to labor-force participation by young mothers and single parents - use financial products and services to increase economic empowerment for less educated women - accelerate implementation of programs to improve maternal health in rural and isolated areas GENDER EQUALITY IN PHILIPPINE LABOR MARKET What is it all about? • primarily based on report on gender equality in the labor market in the country drawn from studies by a team of international consultants selected by the Asian Development Bank (2013) for a technical assistance project on promoting gender equality in Asian labor markets for inclusive growth • the report comprises a gendered analysis of the Philippines' labor market, policies, and legislation from which selected topics that are relevant and concrete results can be utilized for instructional academic discussion and analysis Gender Gap in Labor Force Participation • women participation rate in the labor force is lower compare to men • female workforce is underutilized • gender gap in human capital reflects gender segregation in the types of training and education available to women which may constrain their labor force participation • decent work gap exists partly because women have less access than men to wage employment • low-wage work is generally indicative of a lack of decent work and is more prevalent among women • women provide 84% of the total household time allocated to child care • Rodgers (2008) decent work requires levels of salary, rights at work; security in work; conditions of work; organization, representation, and voice; and patterns of equality and inclusion Gender Mainstreaming, Gender Targets, and Gender Action Plans • men and women face different constraints in obtaining productive employment, decent work, and government services • women are the most disadvantaged and suffer the most deficits • gender budgeting and auditing in the philippines are good examples of policy innovation, but these should be expanded and monitored more closely to ensure implementation