GENDER

AND
WORK
Chapter 10
 OBJECTIVE
S
Determine sexual abuses and Observe respect for all
01 grave misconduct prevalent in
work places. 03 genders in the society.

Suggest action plans to

02 counter abuses or
discrimination involving
gender; and
 INTRODUCTION
Discrimination when it comes to
women in work places are needed
to be acknowledged and is one of
the major issues in our economical
stagnation. Many cases ranges from
sexual harassment, unfair labor
practices, to sex discrimination and
it has become a regular occurrence
in numerous offices in the world
 INTRODUCTION
Info:
• Clinton-Lewinsky Scandal
• Pregnancy Discrimination Act of
1978
 INTRODUCTION
According to SHL director Mohamed
Farid, observance of diversion and
inclusion can help promote gender
equality in an organization. But
unfortunately, the participation of
women in the workforce remains
very low compared to men.
Farid’s statements:
1.Everyone feels safe to
pursue the same job
without fearing
discrimination.
2.People across teams work
together and collaborate
equally.
3.Everyone is treated with
fairness and respect.
4.Everyone has access to
education and training
within the organization.
 GENDER DISCRIMINATION IN THE
WORKPLACE

The benefits of gender equality in

the workplace includes:
1) Increase the talent pool for leadership. SHL
findings reveal that out of 27 challenges,
women outperform men in 21 of those.
Therefore, promoting leadership diversity will
boost company performance.
 GENDER DISCRIMINATION IN THE
WORKPLACE

2) Create a safer and healthier work

environment. Organizations with gender
equality in place will have more
connected people. Collaboration is more
fluid as people are not afraid to be
discriminated against when they share
their ideas.
 GENDER DISCRIMINATION IN THE
WORKPLACE

3) Improve overall businesses. Without

any doubt, companies that provide equal
opportunities to their people allow for
more diverse insights and creativity. This
can help improve processes and
productivity, which will contribute to a
better business.
 5 WAYS TO PROMOTE GENDER
EQUALITY IN THE WORKPLACE

1.Remove biases
2.Fair play, fair pay
3.Focus on the results, not on the
person
4.Build an enabling environment
5.Create an inclusive hiring
process
 READING 1: WHY GENDER BIAS STILL
OCCURS AND WHAT WE CAN DO ABOUT IT BY
GINNI ROMETTY
Ginni Rometty is current chair, president and CEO
of IBM, an empire worth $113.9 billion, with over
350,000 employees. After seven years in the role, she
seemingly stands testament to the fact that gender is
no barrier to executive success. But what if I told you
the role was only ever within her grasp because she
had already spent 32 years at the company? And that
research has shown women are most successful in
CEO roles only after they have proven themselves
with a long history of demonstrated loyalty and
relationship building?
 READING 1: WHY GENDER BIAS STILL
OCCURS AND WHAT WE CAN DO ABOUT IT BY
GINNI ROMETTY
• The stubbornness of these problem lies in the fact
that it is rooted in our societal beliefs about men,
women and leadership. We believe men should be
'agentic' (assertive, decisive, strong) and women
should be 'communal' (warm, caring,
sympathetic).
• One solution is for women to display both agentic
and communal traits, a balancing act that helps
female leaders garner the respect of their
colleagues.
 BELOW ARE STEPS TO OVERCOMING GENDER BIAS
THAT ADDRESS WIDER SYSTEM RATHER THAN
EXPECTING INDIVIDUAL WOMEN TO SOLVE THIS
PROBLEM:
Awareness. Decision makers, both Analysis. Collect data on your

01 male and female must raise organization to reveal the true

awareness of their own biases and
try to recognize when these views 03 picture. Find out the gender
balance among all applicants
compared to successful applicants.
are affecting their behavior and their
hiring and promotion process.
Attitude. We need to accept both
Systemic change. The only way we
02 men and women in counter-
stereotypical roles. The expectation
that women should be communal 04 will create meaningful change is to
create systems designed to
makes it difficult for them to ascend eliminate bias.
to leadership roles.
GOVERNMENTAL POLICY IS ONE OF
THE MOST POWERFUL SYSTEMIC
WAYS OF CREATING CHANGE.

But you don't have to be a

government policy maker to make
a difference.
 CHANGING THE SYSTEMS
Whether they are government policies,
hiring and promotion systems, or
simply the way you run your meetings -
are the key to creating real change.
We are all part of the problem: female
decision makers are just as biased as
men. And we are all part of the
solution: men are in positions of
power.
 READING 2: WORKPLACE GENDER
DISCRIMINATION: WHERE DO WE STAND
NOW?
The following articles is written by Vic Diesta, the
project manager who worked with Investigating
Women (IW), an initiative of the Australian
government.
Prior to working on Investigating in Women’s
(IW’s) digital marketing campaign for Women’s
Economic Empowerment, I was mostly advocating
for gender equality from lens of Adolescent Sexual
and Reproductive Health (ASRH).
 READING 2: WORKPLACE GENDER
DISCRIMINATION: WHERE DO WE STAND
NOW?
However, I wasn’t aware of how much gender-
based discrimination women face in the workplace
until I read about it in IW’s factsheets. Specifically, I
didn’t know that:
1.The unequal distribution of domestic
responsibilities limit women’s workforce
participation,
2.Gender stereotypes contribute to a continuous
decline of women’s representation as they
progress in the corporate ranks, and
3.Biased workplace policies contribute to limiting
women’s economic empowerment.
 This Women’s month, I want to share three important insights that
I‘ve learned from working with IW to help raise awareness on
workplace gender-equality issues and to challenge the way we do
things in the workplace.

THREE INSIGHTS FROM WORKING WITH

INVESTIGATING IN WOMEN
Some companies still consider
01 a woman’s plan to start a
family in the recruitment Women still get paid less than
process.
Significantly longer maternity
03 their male counterparts for
doing the same jobs.

02 leaves compared to paternity

leaves perpetuate the
expectation that women
should take more time for
childcare than men.
 Some companies still consider a woman’s plan
to start a family in the recruitment process.
It was to find out that 1 in 6 Filipino women are still
asked about their plans to have children during their
job interviews. This implies that as early as their
recruitment process, women are already at a
disadvantage compared to their male counterparts –
especially if they have plans of having a family. It
makes you think: if a female candidate possesses
greater skills but wants to start a family soon, will
that outweigh her qualifications to perform over a
male candidate?
 Significantly longer maternity leaves compared to
paternity leaves perpetuate the expectation that
women should take more time for childcare than men.
On average, in Southeast Asia, women are entitled to
longer leaves compared their husbands. Maternity leaves
in the Philippines, Vietnam, and Indonesia are 105, 180,
and 90 days, respectively. For men it’s 14 days for both
Philippines and Vietnam, and 30 days for Indonesian men
working in the public sector and 2 days for those in the
private sector. If we keep allotting short leaves for men
compared to women, we continue to allow the norm that
women must share the greater bulk of childcare, and this
makes it more difficult for them to balance their work and
family responsibilities. As a result, women climb up their
careers significantly slower than men do.
 Women still get paid less than their male
counterparts for doing the same jobs.
A study revealed that in the Philippines, male employees
earn Php 5,000 more than their female counterparts for the
same jobs. Considering that the Philippines always ranks
fairly well in the World Economic Forum’s Global gender
Gap Report, this gender pay gap only proves there is still
much work to be done to achieve workplace gender
equality. After all, if it’s the same job and level, there
should be no difference in the paycheck at all.
 ONE WAY TO ADDRESS GENDER-BASED
DISCRIMINATION IN THE WORKPLACE IS TO ADAPT
POLICIES THAT ENSURE ITS ELIMINATION AT ALL
LEVELS. EXAMPLE OF SUCH POLICIES INCLUDE.

1. Making gender-based discrimination in the

workplace illegal;
2. Ensuring equal wages for work of equal value, as
mandated by law; and
3. Allowing women to work in the same industries as
men.
READING 3: WORKPLACES MUST ELIMINATE GENDER
DISCRIMINATION TO PROMOTE GENDER EQUALITY

This section defines gender equality

as the equal treatment and access of
opportunities for both men and
women in the workplace.
 PROGRESS REMAINS SLOW TO ENSURE
GENDER EQUALITY

This section focuses on the gender pay

gap, highlighting that despite efforts to
address it, the gap persists. It mentions
the "uncontrolled gender pay gap" and
the "controlled gender pay gap,"
explaining the factors considered in
each.
 GENDER DISCRIMINATION IS AN ISSUE IN
GENDER EQUALITY

This section explores the experiences of

women who have faced discrimination
based on their gender. It cites statistics
and examples of discrimination, such as
lower pay, being passed over for
promotions, and receiving less support
from senior managers.
 SEX-BASED DISCRIMINATION IS ALSO
AN ISSUE

This section defines sex-based

discrimination as treating a person
adversely because of their sex, including
discrimination based on gender identity
and sexual orientation. It emphasizes that
such discrimination is a violation of Title
VII of the Civil Rights Act.
 RECOMMENDED APPROACHES

This section suggests approaches to

create gender equality in the workplace,
highlighting the importance of equal
opportunities and equal pay for equal
work. It emphasizes the need for
workplaces to be inclusive and supportive
for both men and women.
 ESTABLISH EQUALITY WITH
FLEXIBILITY

Women often prefer flexible work

schedules over high salaries. Most jobs
can incorporate some flexibility, and men
also appreciate flexible work
arrangements.
 SET SCHEDULES

Different workplaces have different needs,

but predictable schedules can help
employees manage their personal
responsibilities.
 SALARY OPENNESS:

It argues that open salary discussions are

important for fairness and transparency in
the workplace, this can help prevent
gender pay discrimination by allowing
employees to compare salaries and
identify potential inequalities.
 MANAGEMENT TRAINING:

It suggests that companies should provide

training for managers in how to manage
people effectively, including how to treat
employees fairly, regardless of gender or
gender identity.
 ADDRESS ISSUES EQUALLY, NOT
NECESSARILY, THE SAME

Advises the managers to address issues

equally, but not identically. It emphasizes
considering individual needs and
circumstances, particularly when it comes
to flexible schedules.
 CONCLUSION
To strengthen the quality of work
and unity inside of a workplace,
they must promote the practices in
the beginning of this chapter.
Although not necessarily so as it’s
incomplete but it’s optimal and
effective as of now.
 Thank
you very
much Members:
Doronio, Roger
Galia, Leona
Filoteo, Arvin
Yang, Janine