Cross-Cutting Issues and Sexuality

Gender and Labor

Lesson Objectives:
1.Understand fully the relationship of gender,
gender equality and labor
2.Determine the status of gender equality in
the various sectors of the labor market
3.Comprehend salient policies on gender
equality in the labor market
Introduction
Women face different constraints from men in the labor market. This is recognized in
Republic Act 9710 known as the Magna Carta of Women, enacted in 2009.
This act recognize that equality of men and women entails the abolition of the unequal
structures and practices that perpetuate discrimination and inequality (PCW 2010). In connection
with employment, the Philippine Commission on Women (PCW) indicates that the Magna Carta of
Women will level the playing field by making productive resources and economic opportunities
equally available for both men and women.
It is further noted that generally, women do not control family properties and decision-
making rights on the use of income, further limiting opportunities to break the property cycle.
The reality is that once a child is born, she or he does not know how to do any work.
As children grow up, they learn to do various work, but society encourages them do certain
specific work, e.g. girls are asked to help in cooking and cleaning, while boys are asked to repair
certain things. This distribution of labor is based on sex, and not on individual capacity or skill sets.
This affects girls and women adversely. Since girls are expected to take care of the family
and household, their education is not a priority for the family.
Both boys and girls should be given equal opportunity to learn different skills sets based on
their interest and to grow. Household chores are not only women’s responsibility, it is also
household’s responsibility, and all family members should contribute to it.
 Employment Sectors
1. AGRICULTURE
Women farmers do not have an equal opportunities to acquire land or register it in their
own names. They have fewer inheritance rights than male farmers. Land ownership is important
not only to women’s ability to earn income, but also as a source of empowerment and autonomy
within the household. Their lack of land also affects their ability to gain access to credit facilities.
Women are also hindered in their access to extension services, skills development, including
training in management and marketing skills; and improved farming equipment. They require
special assistance to achieve equal access, and this can be achieved through gender-specific
action plans that target the needs of women farmers and gender mainstreaming that is monitored
for effectiveness to ensure that women share appropriately in the sector’s growth.
2. INDUSTRY and MANUFACTURING
The number of women working in economic zones is estimated to represent 64% of total
employment and maybe much higher in some industries, such as electronics and apparel (World
Bank 2011a). Women’s share of employment in the export-processing zones is much greater than
women’s share of the labor force as a whole, and the condition of employment are of concern.
Reports suggest that working and living conditions are poor, that women find it difficult to obtain
work while pregnant and after the birth of their baby, and that unionization is uncommon.
3. TOURISM
It appears that tourism planning has not included women or has had insufficient regard for gender
issues. Within the tourism industry, relatively few women have the educational qualification or foreign language
skills to compete for front-of- house positions in the hotel industry, as tour guides, or in travel agencies, and
women are more likely to be employed as housekeepers, waitresses. or similar low-level position. Targeted
educational programs could provide women with the necessary qualifications to climb the job ladder, which
could progressively help to rectify the imbalance between work opportunities for men and women and eliminate
gender gaps in tourism employment.
4. BUSINESS PROCESSING OUTSOURCING
The Philippines’ Information Technology-Business Process Outsourcing Road Map 2011-2016 is not
gender-responsive and does not address women’s constraints in accessing higher-paid work in non-voice
services or the likely growth in information technology and engineering. These matters, as well as the pay
differentials between men and women and employment conditions, require specific government attention.
5. GOVERNMENT SERVICES
Public sector employment is an important source of jobs with better pay and conditions for men and
women than many other industrial sectors, but women are constrained being predominantly employed in
traditional, gender-stereotyped care sector government occupations such as health and education, and they are
under-represented in the higher paying subsectors. The Philippines has strong gender mainstreaming
programs, which has given women greater access to government employment generally, but women in the civil
sector may still be underpaid, given their levels of education, experience, and ability.
6. Entrepreneurship

There has been a rapid surge in the number and proportion of female entrepreneurs in
developing countries (Minniti and Naude 2010, 280). Studies indicate that female-led MSMEs
increase employment opportunities for women and contribute to wider development goals (ADB
and ILO 2013a). One survey indicated that women entrepreneurs are more likely than men to be
motivated by necessity; these are livelihood-oriented entrepreneurs attempting to escape
unemployment (Viet Nam Entrepreneurs Council 2007).
SALIENT POLICIES on GENDER EQUALITY in the LABOR MARKET
The Philippines has ratified 34 ILO convention and is party to all of the fundamental
United Nations human rights covenants and convention. The country’s 1987 Constitution has
enshrined these rights in Section 3, Article XIII (Bill of Rights), and in Section 14, Article II -, which
ensures fundamental equality of women and men before the law.
Article 3, Chapter 1 of the Labor Code, as well as Republic Acts 6725, 7192, 7877, and
8551, all provide for fundamental human rights protection, including anti discrimination provisions,
and they ensure fundamental equality, prohibition of sexual harassment, and temporary special
measures. The Philippines’ Anti-Sexual Harassment Act No. 7877 of 8 February 1995 is an
example of good legislative practice.
The Magna Carta of Women (Republic Act 9710) is an overall legislative framework that
articulates the specific rights, needs and support required by women in their general and working
lives. Although the Magna Carta of Women provides a good legislative framework,
implementation issues remain. Filipino women often do not know about their rights, and the
complaints system is confusing even if they do.
In 2012, the Philippines became the first country in Asia to ratify the ILO Domestic
Workers Convention, 2011 (No. 189). In early 2013, President Aquino also signed a new law,
Republic Act 10361 known as the “Batas Kasambahay” (Domestic Workers Act) in order to better
protect this large group of mostly young, female workers.
Summary

Gender, gender equality, and labor market are

very important principles and are related to one
another. Gender equality is not properly
implemented in the labor market as women still
treated with disfavor and discrimination. Policies are
in place to address gender inequality, but still the
issue persists and prevails even up to present.
Activity #4
Answer the following questions then upload your answer in the
Gdrive provided by your leader. (Today only April 18,2024).
1. As an adolescent who may soon be initiated to the world of
work, how do you think you will manage to succeed in the career
of your choice?
2. Do you think your gender identity will have an influence on
your work of choice? Why or why not? Explain how.
3. Choose one of the employment sectors you have just study,
do you feel any gender-related issue or concern? Provide the
specific issue or concern.