Gender equality is a fundamental demand for all genders of all diversity of ages and backgrounds to have equal responsibilities and opportunities.
It is a global matter that seeks urgent attention for it impacts security and health.
And while we’re happy to announce that over the last decades, the call for equal rights has been making some visible progress, empowering women and girls in the socio-economic sphere.
But is the world really on track to overcoming barriers to the female population in the workplace?
Let’s altogether find out by looking at the Philippine women’s employment status, the challenges and solutions to break the chain of gender inequality in the overall workforce.
Philippine Status of Women in the Workforce
The latest worldwide gap between men and women in the labor force stands at around 25% difference. With the feminine power rallying at just under 47%, as opposed to male participation with a staggering 72%.
Of course, one of the main reasons for this downward spiraling result, just when we’re progressing, was the heavy blow of the covid-19 pandemic, a burden carried heavier by women.
Despite the dismaying worldwide numbers, the recent Philippine women’s gender equality performance represents optimism and a call to push more efforts in the front for better job access for women.
Off to a great start, the Philippines is beating many East Asia regions, and even other global countries, claiming the “best performer” title in the gender equality spectrum.
According to the Global Gender Gap read in the year 2022, the Philippines places at the 17th spot, closing the 78.4% overall gender gap, and coming only second to New Zealand in the EAP region.
With such impressive closing- gender- gaps performance, the female labor force participation in the country is still surprisingly low. In fact, the Philippines was one of the lowest in the East Asia Pacific.
Clearly, the progress in closing gender gaps had been nothing but a missed opportunity.
Problems and Challenges
If you’re wondering what’s holding females back from dominating the workforce, we’ve gathered 3 key challenges that prevent women from labor force participation.
Gender Role
The social role encompassing what is deemed appropriate and acceptable for a certain gender offers nothing but great pressure to conform.
The gender roles for women vary across all areas in households, regions, and even religions, often with disadvantageous implications.
One way it is strongly manifested is in marital status. Women who are married and have partners are less likely to seek a paid job, restoring the idea of “male breadwinners” in marital arrangements.
Work-Life Balance
In relation to gender roles, the biggest barrier to women from ever looking for a job is the constant struggle to maintain a balance between family and work responsibilities.
Women mostly shoulder the brunt of household work or undervalued workload; cleaning, cooking, and taking care of the kids. These care responsibilities severely affect productive employment for them.
Wage Gap
The wage disparity between men and women is really frustrating. In low-skill positions, the daily pay for men is over 50%, higher than their female counterparts. And although in the high-skilled occupation, the gap isn’t as wide, men still earn 20% higher than women.
Solutions and Examples of Good Practices
With women comprising half of the world’s population, it is only fitting, they also take half of the overall labor force.
Of course, mentions like that one is easier said than done. Still, hope is not at all too lost, with progress in women labor force participation beaming on the horizon.
But, first, we have to take heed of the ways in promoting women in the workforce.
Soft Skills Training
Programs teaching negotiations and communication skills have been perceived positively by females. It has improved their sense of control and better access to resources.
The soft skills associated with higher cognitive training, namely critical thinking, and problem-solving are pivotal to amplifying productivity and employment opportunities for women.
Improving Transportation
Increasing mobility encourages women to pursue education and eventually, participate in the workforce.
The lack of transportation accessibility increases women’s risk of sexual harassment, a challenging factor they face on their daily commute.
Tuning Up Policies
In the Philippines, one of the key drivers that propelled the country’s current diminishing gender gap is the creation of the Magna Carta for Women.
The law details the rights of Filipino women to eliminate discrimination against them. This policy tune up signed around 13 years ago, helps recognize, protect, and promote women’s potential in the socio-economic platform.
This policy has provided more incentive for women to join the workforce.
Women’s labor force participation makes the female population economically and socially invaluable. While the women workforce is making real progress, it still remains alarmingly low in some other nations.
With that, the government and everyone should take a stand, build policies, and encourage women to participate, allowing the economy the advantage and satisfaction from women’s skills.“ Gender equality implies individuality.” And thus, it needs incorporation into every institution.
