Tourism has a pivotal role to play in achieving the objectives at the heart of the 2030
agenda for Sustainable Development in particular the commitments to gender equality
and the empowerment of women of Sustainable Development Goal 5. In partnership to
UN Women and a range of external partners across the globe, to bring gender issues to
the forefront of the tourism sector, promoting gender equality and women's
empowerment and encouraging member states to mainstream gender issues in their
respective tourism policies.
Female leadership in tourism is a legitimate goal. Just as important as recognizing and
empowering women to assume leadership positions is the need to create conditions for
them to perform under equal conditions. There are a lot of women in this market and
this opens up a real possibility of empowerment, since this involves them with the
production environment and gives them a voice and the autonomy they need to stand
before society.
In the Business Processing Outsourcing sector, despite being male-dominated, they
employ a large number of female employees at the agent level due to their comparative
advantage in interpersonal skills. The Business Processing Outsourcing sector offers
unprecedented flexibility in time and space, allowing women to work at home or
outside the office. Women can now improve their incomes and become more financially
independent while having the option to assume traditional rules.
According to industry estimates, women make up about half of the BPO workforce in
urban areas in India, but the percentage is even higher in rural BPOs. An article
published by the Times of India found that some rural business process outsourcing
firms hire more women than men. The BPOs reported that over 60 percent and
sometimes even 100 percent of their employees are women. They are just as good as
men in terms of skills and understanding a task and they are more likely than men to
stay in a job for the sake of loyalty.
Despite the major economic contribution by women to Business Processing Outsourcing
industry, there are many challenges that can undermine the progression of gender
equality in the workplace. Communication and self-expression are key challenges for
women in the country's Business Processing Outsourcing sector. Women at junior levels
often fail to speak up against issues like lack of safety measures in the workplace and
graveyard shift work. Female BPO workers do not feel 100% safe despite considerable
improvements.
In the government services sector, an increase of women in public life results in lower
levels of inequality and increased confidence in national governments. Figures show
that the increased presence of women cabinet ministers is associated with a rise in
public health spending across many countries. Ensuring that governments reflect the
diversity of the societies they represent guarantees a balanced perspective which
enables an inclusive approach to policy making and service delivery. Holistic policy
making will not only help bring more women into public light, but will ensure that
gender considerations are more systematically embedded in all policies.
Public administration is the foundation of government and a major employer in most
countries. As such, women’s participation in the civil service is vital for their economic
empowerment as well as for mirroring the fabric of society in a country’s public
institutions.
Access to open data showing whether women are in fact equally represented in
government is of paramount importance. It is the evidence that can tell us where
improvements are necessary. While some progress has been achieved in terms of
opening up data on women’s representation in other areas of public life, such as the
political sphere, UNDP’s Gender Equality in Public Administration (GEPA) initiative has
documented that data on women’s role in the civil service remains largely absent. This
data gap is particularly dire when it comes to women’s access to decision-making
positions.
In the entrepreneurship sector, the women and entrepreneurship report examines the
state of small to medium enterprises (SMEs) in the Philippines, and the contribution that
women-owned businesses make to the Philippine economy. The report defines
Women's SMEs as a business where 51% of ownership is held by a woman or women,
where a woman holds a major leadership position (CEO/COO or President / Vicepresident), and where 30% of the board of directors is composed of women. This
resource gap signals a critical opportunity for investors to play important role not only in
SME development, but also in raising the economic participation rate of women as
business owners and employers in the Philippines.
There are salient policies on gender equality in the labor market that we need to know.
The Philippines has ratified 35 ILO conventions and is part to all of the fundamental
United Nations human rights covenants and conventions. The 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.
The Article 3, Chapter 1 of the Labor Code, as well as Republic Act 6725, 7192, 7877 and
8551. The Magna Carta of Women (Republic Act 9710) is comprehensive Women's
Human Rights law that seeks to eliminate discrimination against women by recognizing,
protecting, fulfilling and promoting the rights of Filipino women, especially those in
marginalized sector. Republic Act 10361 otherwise known as "Domestic Workers Act" or
"Batas Kasambahay" is an act instituting policies for the protection and welfare of
domestic workers.
The Labor Code of the Philippines stands as the law governing employment practices
and labor relations in the Philippines. The Labor Code contains several provisions which
are beneficial to labor. It prohibits termination from employment of private employees
except for just or authorized causes as prescribe in Article 282 to 284 of the Code. The
RA 6725 is an act strengthening the prohibition on discrimination against women with
respect to terms and conditions of employment amending for this purpose, Article 135
of the Labor Code. The RA 7192 also known as Women in Development and Nation
Building Act, is an act promoting the integration of women as full and equal partners of
men in development and nation building and for other purposes. The RA 7877 or AntiSexual Harassment Act of 1995 is an act declaring sexual harassment unlawful in the
employment, education or training environment and for other purposes. The RA 8551
also known as "The PNP Reform and Reorgan Tourism has a pivotal role to play in
achieving the objectives at the heart of the 2030 agenda for Sustainable Development in
particular the commitments to gender equality and the empowerment of women of
Sustainable Development Goal 5. In partnership to UN Women and a range of external
partners across the globe, to bring gender issues to the forefront of the tourism sector,
promoting gender equality and women's empowerment and encouraging member
states to mainstream gender issues in their respective tourism policies. Tourism has a
pivotal role to play in achieving the objectives at the heart of the 2030 agenda for
Sustainable Development in particular the commitments to gender equality and the
empowerment of women of Sustainable Development Goal 5. In partnership to UN
Women and a range of external partners across the globe, to bring gender issues to the
forefront of the tourism sector, promoting gender equality and women's empowerment
and encouraging member states to mainstream gender issues in their respective
tourism policies.
Female leadership in tourism is a legitimate goal. Just as important as recognizing and
empowering women to assume leadership positions is the need to create conditions for
them to perform under equal conditions. There are a lot of women in this market and
this opens up a real possibility of empowerment, since this involves them with the
production environment and gives them a voice and the autonomy they need to stand
before society.
Female leadership in tourism is a legitimate goal. Just as important as recognizing and
empowering women to assume leadership positions is the need to create conditions for
them to perform under equal conditions. There are a lot of women in this market and
this opens up a real possibility of empowerment, since this involves them with the
production environment and gives them a voice and the autonomy they need to stand
before socialization Act of 1998. It amends certain provisions in the policies of the state
of establishing a highly efficient and complete police force which is national in scope
and civilian in character administered and controlled by a National Police Commission.
Gender, that is socially constructed relations between men and women, is an organizing
element of existing farming systems worldwide and a determining factor of ongoing
agricultural restructuring. Current trends in agricultural market liberalization and in the
reorganization of farm work, as well as the rise of environmental and sustainability
concerns are redefining the links between gender and development.
A number of other changes will strengthen women’s contributions to agricultural
production and sustainability. These include support for public services and investment
in rural areas in order to improve women’s living and working conditions; giving priority
to technological development policies targeting rural and farm women’s needs and
recognizing their knowledge, skills and experience in the production of food and the
conservation of biodiversity; and assessing the negative effects and risks of farming
practices and technology, including pesticides on women’s health, and taking measures
to reduce use and exposure. Finally, if we are to better recognize women as integral to
sustainable development, it is critical to ensure gender balance.
Women do not feel comfortable entering male-dominated workplaces. Moreover, there
is a perception that a job in manufacturing is monotonous assembly-line task or work
that is done in a dirty and dangerous environment, preconceptions that bear little
resemblance to the modern, innovative and technologically advanced manufacturing
operations.
Additionally, when manufacturing employees see their employers making an effort in
inclusion, they report better business performance in terms of ability to innovate.
Manufacturing executives around the world rank talent as the top driver of
manufacturing competitiveness. Closing the gender gap in manufacturing is a way to
combat a lack of employees while also making firms more profitable and innovative.
Here are reasons why women are under-represented in the manufacturing industry,
ways manufacturing companies can recruit more women in their workforces, and how
to keep talented women in manufacturing roles.
Whereas these dynamics have in some ways brought benefits, in general, the largest
proportion of rural women worldwide continues to face deteriorating health and work
conditions, limited access to education and control over natural resources, insecure
employment and low income. This situation is due to a variety of factors, including the
growing competition on agricultural markets which increases the demand for flexible
and cheap labor, growing pressure on and conflicts over natural resources, the
diminishing support by governments for small-scale farms and the reallocation of
economic resources in favor of large agroenterprises. Other factors include increasing
exposure to risks related to natural disasters and environmental changes, worsening
access to water, increasing occupational and health risks.
Conclusion
Despite the great efforts of the Philippines to promote decent work and gender equality
both in law and practice, there still remains some challenges that the country faces.
The labor force participation rate of women remains lower than that of men which
could be attributed to the prevalence of gender-based discrimination at the workplace
particularly discrimination in hiring, retention and advancement of women workers,
sexual harassment, wage gap and limited flexible work arrangement, among others.
Moreover, the issue on unpaid care and the concentration of domestic and care work to
women compound on the multiple burden which limits on their full participation in the
labor market. The limited and unequal participation of women in economic opportunity
has direct impact in the country’s economic growth and development. The labor force
participation rate of women is about 48% while men is approximately 77% — which is
29% lower than that of men.
Addressing the constraints of women, removing the barriers and harnessing their
potentials are seen as key to achieving lasting and sustainable growth. Thus, it is
essential for the Philippine Commission on Women to build strategic partnership with
key economic agencies and other relevant groups and institutions from private and nongovernment to collaborate and provide a business environment for advancing women’s
economic empowerment.
Integrating gender concerns into employment promotion can contribute to more
effective boosting of productivity and economic growth; human resources development;
sustainable development and reducing poverty. Despite some progress made over the
last few decades in increasing womens labor force participation and narrowing gender
equality in the world of work still remains an elusive goal. While millions of women have
become successful entrepreneurs, women are still grossly underrepresented in the
world'sboard rooms.
In particular, in the developing world,women continue to form a large majority of the
world's working poor,earn less income,and are more often affected by longterm
unemployment than men. This due to women's socio-economic disadvantages caused
by gender based discrimination and thier double roles of being a worker and a caretaker
for the society. Women often have less access to productive resources,education and
skills development and labor market opportunities than men in many societies.
Largely,this is because of persistent social norms ascribing gender roles, which are often
slow to change. Furthermore, women continue to undertake most of unpaid case work,
which has become an increasing challenge in thier efforts to engage in productive work
both in subsistence agriculture and market economy.
A life cycle and rights - based approach is promoted in promoting decent and productive
employment and income opportunities equally for women and men. Girl child who
forces discrimination in her early stages of life tends to accumulate socio-economic
disadvantages, which can lead to reduced employability and higher poverty in her later
life. Ensuring full human resources development ,through equal access to education and
skills development opportunities for youth could enhance thier chances of higher
employability,in particular, for young women.
In adulthood, increasing employability of women and men through equal access to lifelong learning and productive resources can also enhance thier chances of obtaining
decent and productive employment and income opportunities throughout thier adult
lives. This can also lead to better economic security in thier old age. Creating inclusive
labor markets adaptable to changing economic realities, but with equity and minimum
employment and income security, can create more conducive environmet for women's
enhanced labor participation and better income security, especially for older workers
and person with disability. Gender equality is not properly implemented in the labor
market as women still experienced with disfavor and discrimination. Gender equality is
essential for economic prosperity for it prevents violence against women. Societies that
value women and men as equal are safer and healthier.
As a general matter, low- and mid-level jobs may or may not be regulated in terms of
working hours and wages, whereas top-end jobs are typically unregulated. While both
women and men may have equal levels of ambition, family responsibilities are borne
disproportionately by women in a way that reduces, on average, their availability to
work around the clock.
Empowering and encouraging women to participate more fully in the public sphere is
essential. Gender diversity in public institutions is particularly crucial, given that these
decision making bodies create the rules that affect people’s rights, behaviours and life
choices.
As barriers to retention and career advancement, the group is mainly analyzing issues
related to working conditions and gender imbalanced in responsibility roles. Women
often concentrate in lower paid supporting jobs. Persistent gender wage gaps are
reported across all industries, even in industries where female participation is
comparatively high. In addition, women are not reaching the top levels of leadership.
Board membership also lags behind, being notably lower for women than for men in all
countries. And there is no lack of qualified woman. Generally, for a woman to reach a
leadership role, competence, motivation and a great resilience are needed.
10 QUESTIONS WITH ANSWERS
1. it is the issue that most of the labor market faces
Answer: Gender Inequality
2. In this sector of employment, women do not have an equal opportunity to acquire
land or register in in their names.
Answer: Agricultural Sector
3. This law was signed by President Aquino in order to better protect this large group
mostly young female workes.
Answer: Republic Act 10361 (The Batas Kasambahay)
4. This employment sector is actually recognized as an important contributor to help
creating new job opportunities to women.
Answer:.Tourism Sector
5. It is a comprehensive women's human rights law that seeks to eliminate
discrimination against women.
Answer : RA 9710 (The Magna Carta of Women)
6. This sector offers unprecedented flexibility of time and space, allowing women to
work at home or outside the office.
Answer: Business Processing Outsourcing Sector
7. It is an act promoting the integration of women as full and equal partners of men in
developing nation building and for other purposes.
Answer : RA 7192 (women in Development and Nation Building Act)
8. In this sector, an increase of women in public life results in lower levels of inequality
and increased confidence in national governments.
Answer : Government Services Sector
9. Also known as Anti-Sexual Harassment Act of 1995 declaring sexual harassment
unlawful in the employment, education or training environment.
Answer: RA 7877
10. This is not properly implemented in the labor markets in the Philippines as women
still experience disfavor and discrimination.
Answer : Gender Equality
I am Mary Cris Dini-ay Manggon, I am 20 years old and currently residing at Banaybanay,
Bayawan City,Negros Oriental. I was born on the 25th of December 2000. I am the
eldest daughter of Mr. Renie Moreno Manggon and Mrs. Teresita Dini-ay Manggon. My
mother thought that she could not bear a child again so they've decided to adopt my
cousin. She was legally adopted by my parents, she was with us since she was 6 months.
Her name is Danniella Manggon and she is now 12 years old. When I was Grade 11, the
very unexpected thing happened. It was my mother's 41st birthday when we officially
found out that she was pregnant. At first, we really couldn't believe it since our age gap
will be 17 years old but there was positive pregnancy test to prove it. My youngest
brother is Rein Sebastian Manggon and he is 3 years old. My hobbies are writing poems
and watching vlogs. My favorite vloggers are Nuseir Yassin of Nas Daily, Agon Hare of
Project Nightfall, Rjay Bula of Rjaybuls and my most favorite vloggers are Ranz Kyle and
Niana. I sometimes play mobile legends when I have free time.
I finished my elementary at Banaybanay Elementary School and graduated as class
valedictorian. I finish Junior and Senior High School at Banaybanay National High School
and graduated with honors. I am a second year student taking up BSBA-FM at Negros
Oriental State University. My elementary and high school days were full of fun and
enjoyment. I get to experience being a student leader and a school representative for
different competition. In my first year in college, I also experienced being a Dean's Lister
Awardee. Those are the achievements that I am ver thankful of most especially to God.
I have a hard time adjusting with new environment in my first year of college. I
experienced homesick in my first month of staying in Dumaguete City. I used to cry ever
night just to unload those heavy feeling of homesickness. When I already learn to deal
with the new environment, I tried to explore new things like applying a job. I am a
student at day time and a home-based tutor at night. Though it's difficult to srudy and
work at the same time, I still continue to do this for this help me a lot especially
financially. I only ask money from my parents for the payment of my boarding house.
I'm the one who provides my allowance and any other eclxpejses. That is my simple way
of helping my parents. Thankful to that experience for it teaches me to become more
responsible, independent and to manage time and money properly.
I choose this course because I firstly thought it would be like BS Accountancy which is
my first choice, but as soon as I was enrolled and got into the course, I took back what I
thought financial management would be. I choose to study Financial Management
because of the versatility of uts course outline. I also believe that when you're into
something you really want, you will never get bored. Everything will be an adventure
and a challenge to pursue. I will strive hard to finish my studies, to fulfill my dreams and
become successful. I'll be forever grateful to my family and friends for their undying love
and support for me. I will entrust all my works and worries to the Lord for I know on him
nothing is impossible. I know he has a better plan for me.