Struggles,

erate sufficient employment, particularly for women. The share of women in waged employment in the non-agriculture sector remains disproportionately low, indicating a persistent gender gap in labor force participation.

There is also a substantial gender gap in labor force participation, with only 49% of women actively engaged in the workforce compared to 76% of men, according to the World Bank. The similar data also revealed that several factors hinder women’s entry and advancement in the labor market, including limited skills development opportunities, care responsibilities, and gendered social norms.

One of the most common issues faced by women in the Philippine workforce is the significant wage gap. The ADB revealed that the estimated proportion of women’s annual earnings to men’s annual earnings stands at less than 60%. Similarly, the Philippine Institute for Development Studies (PIDS) reported that women earn only 71.6% of men’s income. A similar study also found that women in digital jobs earn 18.4% less than men.

Meanwhile, the United Nations Development Programme (UNDP) recently highlighted a statistic about the state of gender biases in Filipino society. According to their findings, 99.5% of the population holds biases against women. Such biases can lead to discrimination against women in various aspects of life, including education, employment, and social status.

A PATH FORWARD

The future of women in the workplace hinges on concerted efforts to break down barriers, promote inclusivity, and create a culture that values diversity.

One of the most critical aspects of advancing women in the workplace is breaking down the barriers that prevent them from reaching their full potential. According to the ILO, these barriers can include systemic biases, unequal pay, lack of access to leadership positions, and work-life balance challenges.

Research conducted by McKinsey suggests that companies with inclusive cultures are more likely to outperform their peers. Diverse teams are better able to innovate, problem-solve, and adapt to change, making them more competitive in today’s rapidly evolving business landscape. This effort involves implementing policies and practices that support diversity, equity, and inclusion, as well as fostering a culture of belonging.

In addition, organizations globally are encouraged to actively work to address unconscious biases that may influence hiring, promotion, and performance evaluation decisions. Based on an article published by Harvard Business School, training programs, diversity initiatives, and mentorship opportunities can all help to mitigate these biases and create a more level playing field for women in the workplace.

In the Philippine context, the primary factors that limit women’s participation in the labor market are their responsibilities towards domestic work and caregiving, as well as their restricted access to resources such as education, training, government services, credit, and financial services, as mentioned by the ADB and ILO.

To address these issues, the ADB’s and ILO’s joint report recommends that the public and private sectors should take into account gender perspectives while making economic decisions. Gender mainstreaming, a principle on incorporating gender perspectives into all policies and programs, can help reduce the negative impact of policies on women and improve their economic empowerment. This can be achieved through initiatives such as collecting data that is disaggregated by sex, implementing gender-responsive budgeting, and setting targets and quotas to ensure that women are adequately represented in decision-making roles across all sectors.

Efforts to increase the engagement of women in technical and vocational education programs, particularly in nontraditional fields, are also encouraged for breaking gender stereotypes and expanding career options. Since women are often underrepresented in technical fields such as engineering, information technology, and manufacturing, providing women with the access to relevant technical and vocational education and training (TVET) programs is important to address this disparity. It is also suggested that the government must prioritize the development of tailored training initiatives that cater to the needs and interests of women.

Despite women making up a significant portion of the workforce in the Philippines, they continue to earn less than their male counterparts. The ADB and ILO stated that the concept of “equal remuneration for work of equal value” is crucial in addressing this disparity. While legislation exists to prohibit gender-based discrimination in wages, the report highlighted that comprehensive reforms are needed to enforce equal pay principles effectively.

To pave the way for a more inclusive and equitable workplace, it is suggested that policy makers should consider amending existing legislation to strengthen provisions related to equal pay and ensure enforcement mechanisms; developing and implementing an independent minimum wage-setting process that is transparent and inclusive; and introducing measures to limit the use of precarious work arrangements, such as multiple short-term contracts, to provide greater job security. —