PHL at or near top of gender balance metrics in GDBA study

A STUDY of workplace gender diversity in Asia puts the Philippines at or near first place on measures like, the narrowness of the gender pay gap, female representation in senior leadership, and overall gender balance.

The fourth Gender Diversity Benchmark in Asia (GDBA) study conducted by non-profit Community Business, which advocates for inclusiveness, and co-funded by Thomson Reuters, studied 4.8 million employees across 3,600 companies in the Philippines, China, Taiwan, Hong Kong, India, Singapore, Malaysia, South Korea, Japan and Indonesia.

In the first study to take in data from Philippine firms, the gender pay gap in the Philippines was estimated at 10.2% of total compensation, followed by Indonesia (17.9%), Singapore (24.8%), and Japan (26.8%).

The percentage of females in senior management in the Philippines was 33%, followed by Malaysia and Hong Kong with 26.7% and 24.7%, respectively.

Although the Philippines ranked highly across the three metrics, gender imbalances were observed in some sectors.

Women were heavily represented in human resources at 71% and finance at 69%. The share of women in information technology was 28%.

Women in the Philippine work force accounted for more than half of the total in the 20 to 39 age group. The proportion, however, “steadily” declines from age 40 and above, which the report attributed to the need for family members to care for the elderly.

University of the Philippines Journalism Professor Ma. Diosa Labiste told reporters on the sidelines of the event that the history of the women’s movement in the Philippines has positioned the country ahead of others in Asia.

“The growth of the women’s movements since the 1960s to 1980s paved the way for the country to have more laws that would promote equality, and also women support for universal access to education on many levels. [This includes] years of having feminist and women’s groups raising issues and consciousness among different sectors in society. These are the gains we are seeing now,” she said.

“Having women in the workplace assert themselves through associations and labor unions helps close the gender income gap. We have to credit the part of history where women also demanded the right to have equal pay and have fair and better and representation in all aspect of society,” she added.

Marla Garin-Alvarez, Asia Pacific diversity and inclusion lead at the Thomson Reuters, said the Philippines’ gains in workplace gender balance can be sustained.

“First, by looking at the new arenas where we need to make our presence felt. For example… women need to be more adept at technology to be able to lead in that space,” she said.

“Second, by supporting each other. The previous generation paved the way for the younger generation of women professionals, so that they could get the proper training, exposure and visibility, leadership opportunities in particular. Women at the senior levels should make use of their leadership position to make things happen for the women in the younger generation,” she added.

“In the Philippines, particularly among multinational companies, that is happening now. The challenge is for local companies to follow suit…in changing the way they hire, promote and retain women,” Ms. Garin-Alvarez said. — Carmina Angelica V. Olano