MAPÚA UNIVERSITY

School of Information Technology

Makati, Philippine

Gender Discrimination in the Workplace

In Partial Fulfillment of the Requirements for the Course

GED109: Gender and Society

Submitted by Group 2:

John Paul Ablog

Dexter Camila

Curt Ericson Jaurigue

Ashly Jane Panzo

Rene Ishmael Ramos

Erfan Tanhaei

Submitted to:

Professor Josephine Tuliao

 Abstract

This study aimed to analyze and determine the gender discriminatioon in the workplace
where the case of LGQBT get different kind of discrimination in the Philippines.

Through conducting a online-research made questionnaire among different surveys in

LGQBT-related discrimination at workplace and utilizing appropriate analyze measures, the
result revealed that this study concluded that while local legislation has been enacted to protect
people from discrimination on grounds of their sexual orientation and gender identity, the
national level still has a void. Implementing regulations are insufficient, and there is no general
awareness or enforcement of current laws or ordinances prohibiting workplace discrimination
and abuse, or contrary to other legislation or policies.
 Research questions

1. What challenges to basic rights have members of the LGBT community faced in the
workplace?
2. Does having a LGBT community in the workplace affect work performance?
3. What are the legal protections in the workplace for the LGBT community?

Introduction

The Lesbian, Gay, Bisexual and Transgender (LGBT) society in the world continuously
face different challenges and gender discrimination in the workplace is one. Discrimination
happens to all people depending on the culture and environment of the organization. Also, it
affects the performance and motivation of the employee in the workplace, therefore,
discrimination in the workplace cannot make employees efficient and sustainable for the growth
of the company. Having decent work and gender equality is two of the 17 Sustainable
Development Goals (SDGs) the United Nations are campaigning. The two SDGs tackles about
the inequality and discrimination. However, gender discrimination in the workplace and
employment is a major obstacle to achieving the goal. LGBT people are among the most
marginalized groups worldwide. They continue to face stigma, discrimination and violence based
on sexual orientation, gender identity or expression, and sex characteristics (SOGIESC) in
different domains of life, including education, access to services, and, as the focus of this report
suggests, employment. (UNDP & ILO, 2018) It is essential to understand the relationship of
gender and discrimination, especially in the workplace setting where the value of the company
may affect its performance. Also, employee relationships and the opportunities will be affected,
whether it may be performance, motivation etc.

LGBT people have documented adverse incidents based on their own sexual orientation
and gender identity to both academics and, in some cases, enforcement agencies tasked with
prosecuting discrimination claims (Badgett, 2009) Efforts are being made in raising equal rights
for LGBT community, it may be that no national law protects LGBT people against
discrimination in the Philippines, however, a number of jurisdictions have enacted
antidiscrimination ordinances that include sexual orientation and/or gender identity and
expression among its protected categories namely: Angeles City, Pampanga, Antipolo City,
Bacolod City, Candon City, Ilocos Sur, Cebu City, Dagupan City, Davao City, Quezon City (in
2003 and 2014), Vigan City, Municipality of San Julian – Eastern Samar, Brgy. Bagbag,
Quezon City, Brgy. Greater Lagro, Quezon City, Brgy. Pansol, Quezon City, Agusan Del Norte,
and Cavite City (Manalastas, 2015)

This research aims to raise awareness about the gender discrimination in the workplace, which
focuses on LGBT community, as they are one of the subjects that are most commonly found in
the issue of discrimination.

The researchers aim to know the challenges to the basic rights the LGBT community
faced in the workplace, does having a LGBT community in the workplace affect work
performance and the legal protections of the LGBT community in the workplace.

Review of Related Literature

 Discrimination in a workplace can cause a negative psychological impact which adds to
their work stress and reduces the employee’s morale and job satisfaction (Pratap, 2017).
Discrimination in a workplace does not only damage the employee’s morale but also the
workplace’s culture and environment which leads to loss of productivity and increase conflicts.
Badgett (2003) explained that the minority group is much less productive when they deal
discrimination and harassment at work and it reduces their capability to function.

One of the bad effects of discrimination in a workplace is that it can hurt the economy.
Badgett (2014) conducted a statistical analysis of 39 developing countries, including the
Philippines. According to her statistics, there is a correlation among the GDP per capita and the
Human Development index are much higher in countries that have more rights associated with
the LGBT.

Finn (2015) stated that discrimination still exists in the workplace despite legal
protections put into place to protect the rights of every employee. According to UNDP (2018),
30% of the LGBTI people in the Philippines are being discriminated and harassed by others in
their workplace because of their sexual orientation, gender identity or expression, and sex
characteristics (SOGIESC). LGBT people encounters challenges in employment both on a
personal degree as members of community that is subject to discrimination and harassment.
Hipolito (2020) conducted a research about the experienced gender discrimination at workplace
of teaching personnel from Private Schools in Pampanga, based on the results of the study,
teaching personnel rarely encounter discrimination in their school, however, there are specific
encounters once in while like their gender influences their profession and their suggestions and
opinions are sometimes unaccounted.

(ILGA-Europe, 2018) stated that were LGBTI political representation gives way to
freedom Democratic apathy or conservatism, life will get excellent. It’s fast tough for civil
society. The LGBTI party Far too well the authorities know how vulnerable we are undemocratic
Tendencies. Legislation and regulations are most much the Last line of defense against LGBTI
citizens Discriminatory actions or severe attacks. It is for this reason that the campaign must
continue keeping Governments to be accountable and to insist that our The rules of the countries
specifically protect our civil rights. Another trend confronting LGBTI activists It's just one with
a higher frequency that bends. The discourse on human rights to its advantage. Organizations
that are part of the trend known as 'anti-discrimination' have developed a conspiracy myth
around what they call 'gender politics' or 'gender philosophy.' Nobody knows just what 'gender
ideology' entails, but this inexistent claim acts as the ultimate shield for their actual hostility to
gender equality and LGBTI equity.

According to (Hooks, 2000), It claims that "the liberty of affluent women of all races has
demanded the continued subordination of the middle class and the poor." She invites readers to
understand whether "feminist emancipation is correlated with a dream of social transformation
that opposes elitism in the community." She implies in that way that we should reconsider the
nature of the job. "If we work to earn money and buy rather than increase the quality of our lives
at all rates, employment does not contribute to economic self-sufficiency. Rather wealth does not
equal more independence when our resources are used to promote prosperity". Hooks combines
philosophy and reality and sees feminism as related to political action.

Various recent regional surveys of the LGBT people's experience at work paper
Lingering inequality in Hire/transfer, promotion, success Assessment, salary and rewards, and
even written Bullying, abuse, and physical violence. 5 LGBT people announce their real lives,
feel sad, running away from others and Social activities, and job disturbances Yet still drained.
(Susan, 2011) For practitioners in plurality and Shift members, Talent results Recruitment,
acquisition, yield and Security and welfare of the workers are remembered. Whether care of
LGBT staff gives out messages For those who worry about what will happen for them, They will
defy conventional standards.

According to (Otto, 2019), They stated that Sexism aimed toward LGBTQ takes multiple
types and can often be practiced by members of the LGBTQ community, as demonstrated by
reports of biphobia and transphobia. Heterosexism is the advocacy of assumptions claiming that
heterosexuality is the natural and attractive type of sexuality, thus portraying all sexual
orientations as deviant, deficient or faulty). Monosexism and biphobia refer to derogatory
attitudes about those not monosexual, that is, someone whose sexual identity is not determined
by the attraction to members of only one sex.

Methodology
Research Method Used

The research study will use a qualitative method of research to achieve results which
achieve the key study. This research is intended to use online secondary sources to determine the
current impact of the respondent while researchers examine the process by means of these
surveys.

The data result will be based on Chang Casal 2018 Survey in CNN - “ Survey finds that
Filipino companies are not accepting of LGBTQ+. (n.d.). Retrieved July 16, 2020, from
https://cnnphilippines.com/life/culture/2018/11/14/Filipino-companies-not-accepting-
LGBTQ.html” This data result brought numerous percentage of LGBT people faced different
kind of discrimination in the workplace through out the whole Philippines.

Research Locale

The research will be based on an online secondary source, Chang Casal 2018 Survey in
CNN, and this survey is conducted in the Philippines. The data will be based on how the
percentage of workplace discrimination against the LGQBT in the Philippines.

Philippines is the archipelagic country located in South-East Asia near China and
Taiwan, It contains around 7,641 islands between around 3 major islands: Luzon, Visayas and
Mindanao.

Data Collection Procedure

The researchers will be gathering data result from the online secondary sources of Chang
Casal 2018 Survey in CNN since Chang Casal 2018 Survey in CNN site contains numerous data
result hold the value of Gender Discrimination in the workplace in different scenario. The online
survey’s contents will be about the impact of Gender Discrimination in the workplace especially
in the case of LGQBT. This will help to bring the concise result of this study.

Data Processing and Analysis

 Data analyzes should be carried out to evaluate and draw results from the data collected.
The data and information collected on Gender Discrimination in the Workplace in the case of
LGQBT based from online data gathered will be evaluate and analayzed to understand the reason
and consequence of gender discrimination in the work place on contemporary times.

A step-by - step procedure such as arranging the gathered data, naming the data, sorting
the data and defining a data should be used. This work is qualitative and, having said that, non-
statistical statistics will be compiled and presented in a descriptive way.

Result
 For years, the Philippines and its LGBTQ community is finding ways on how to be
accepted into the society, generalizing that the members of the community are all facing
discrimination from its respective companies and environment. There have been laws that are in
process for implementation but are from time to time being delayed because of more important
issues that need to be prioritized. Despite the basic rights, laws, ordinance and etc. in different
cities outside and inside Metro Manila, that policies for some people especially the LGBTQ
community have only made the people around them to become more tolerable but not accepting.
According to our gathered data, a 2018 survey shows that in the corporate world shows no sign
of acceptance, nor toleration to the LGBTQ community.

A study conducted by the Philippine LGBT Chamber of Commerce and Research

surveyed 100 companies on the anti-discrimination and equal opportunity employment policies.

Out of the 100 companies, they found zero Philippine-based companies implementing policies
meant to protect their employees from SOGIE-based discrimination.

Table 1: Survey shows the harassment that LGBTQ people faces in the workplace
 Table 2: Shows the results of LGBTQ people that have been the subject of slurs and jokes in
the workplace

Table 3: Show Result of the companies that have SOGIE-inclusive, non-discrimination policy
for LGQBT and the rest of the companies are not.
 Discussion

It is observable in the result section of this research paper that most of the LGBT
community suffers discrimination against them in the workplace that lead them to work stress,
morale, job satisfaction and negative impact on their well being. Even now in the Philippines,
Filipino companies can’t accept LGBT community and continuous discrimination against them.
LGBT community suffers harassment in the workplace mostly by their co-workers despite the
basic rights and laws regarding protecting them. In connection to various recent regional surveys
in the related literature of this paper that LGBT people’s experience of bullying, abuse, and
physical violence leads to run away from other people, social activities and job disturbances. Not
only work stress, morale and other reasons stated in the discrimination effects to LGBT people
but it also affect their relationships with other people as well. LGBT community also have been
subjected to slurs and jokes in the workplace as stated in the results. Not only have they been
abused physically but they have been abused by the words of their co-workers. Heterosexism is
rooted from the norm or the traditional gender roles that leashes negative attitudes toward LGBT
people and saying homophobic comments to them according to Silverschanz (2008). The result
also shows that only few companies implement non-discrimination policy for LGBT and many
companies are not implementing the non-discrimination policy. This states that LGBT people are
in vulnerable positions in harassment, abuse and any other form of discrimination from their co-
workers and superiors. LGBT continued to face gender inequality in the Philippines and in other
countries as well. Again, because of the discrimination that the LGBT people faced in the
workplace they have been suffering from work stress, job dissatisfaction, unmotivated, morale
and negative impacts to their psychological state that resulted to loss of productivity in the
workplace and the overall performance of the companies are also affected. Not only that but it
also includes the future of the economy. According to Badgett (2014) stated in the related
literature that the minority group is much less productive when they deal discrimination and
harrassment at work and it reduces their capability to function. In addition, GDP per capita and
the Human Development index are much higher in countries that have more rights associated
with the LGBT.
 Conclusion

In order to avoid gender inequality at work to the Philippines, it is important that the
government introduce numerous changes that will train everyone for competitive employment.
Because LGBTQ overpowers the workforce of a woman and they have more self-confidence and
energy. Also in labor market reforms aimed at fostering gender equality and creating a favorable
climate that can encourage Philippine involvement in historically maintained senior and
managerial jobs for everyone. Human resource management is responsible for implementing the
anti-discrimination policies within the company. This has never been the case as the management
of the company considers gender discrimination as a casual subject and is thus unable to avoid
certain types of discrimination against the sex. Many business entities relegate the problem of
gender inequality to the periphery and thus find its implementation difficult. Gender
discrimination is also caused by factors that are intrinsic and unique to the market and the
working environment of the client. Gender inequality in the workplace needs to be tackled as it
affects the use of resources in the workplace and the consistency of the experiences of the
workers. Gender inequality is an interpersonal phenomenon and it impacts every human being
who experience prejudice against them emotionally and psychologically. Such experience will
result in developing a negative view of the organization.
 Reference

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LGBTQ.html

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