Four decades of change: The unfinished fight for gender equality at work
A little boy caught my eye at a restaurant this weekend. While waiting for their food to arrive, he was quietly playing with a toy saucepan, pretending to cook some plastic vegetables. His father was keeping watch close by.
Forty years ago, that saucepan would most likely have been a toy car, and the parent watching the child would have more likely been his mother.
The Philippine Daily Inquirer was founded four decades ago during a time of political turmoil, championing truth and accountability.
In that same period, Filipino women were navigating a workplace landscape defined by strict gender norms, limited opportunities and systemic barriers.
As the Inquirer celebrates this milestone, it is fitting to reflect on how women’s roles in the workplace have transformed and what challenges remain.
The 1980s: Breaking ground amid patriarchy
In the mid-1980s, women’s participation in the labor force drifted around 47 percent, a figure that barely moved for decades.
The Labor Code of 1974 had provisions protecting women, but cultural expectations kept many confined to domestic roles. Marriage and childbearing were strong predictors of women leaving the workforce.
At the time, leadership positions were overwhelmingly male-dominated, and discriminatory practices, such as “no-marriage” policies, had persisted until later reforms outlawed them.
Legal milestones: From protection to empowerment
The past four decades saw landmark legislation that sought to establish greater gender balance in the workplace.
Here are the crucial Republic Acts.
• Republic Act No. 6725 (1989) prohibited discrimination in employment based on sex.
• RA 7192 (1992) opened equal opportunities for women in development and nation-building.
• RA 7877 (1995) addressed sexual harassment in workplaces.
• RA 9262 (2004) and RA 9710 (2009 Magna Carta for Women) institutionalized gender equality as a national priority.
Most recently, the Philippine Department of Labor and Employment (Dole) Department Order 251-25 (2025) strengthened enforcement against gender-based discrimination, signaling a renewed push for equity.
These laws, combined with Constitutional guarantees under the 1987 Charter, created a framework for equality.
Three more significant pieces of legislation further address issues that women face as they seek to enter, advance and thrive in the workplace:
• The Safe Spaces Act, or RA 11313, protects people from gender-based sexual harassment in various public and private settings, including streets, online spaces, workplaces and educational institutions. It broadens the definition of harassment to include acts like catcalling, stalking and cyber harassment, applying to anyone, regardless of motive or power imbalance.
• The Telecommuting Act or RA 11165 institutionalizes telecommuting as a work arrangement for private sector employees, allowing them to work from an alternative location, such as home, using telecommunications and computer technologies. Studies have shown that flexible work arrangements like telecommuting have proven to be effective in helping employees remain in the workforce despite their care and domestic concerns.
• The Responsible Parenthood and Reproductive Health Act or RA 10354 promotes responsible parenthood and provides universal access to reproductive health care services, including family planning, maternal care and sexual education. In addition to improving health outcomes, empowering individuals to make informed choices about family planning and ensuring access to necessary information and services also allows families to better balance their care and professional responsibilities.
These policies seem to yield some positive results: the representation of women in executive leadership teams (ELTs) in Philippine publicly listed companies has been on the rise, marking progress in gender diversity. Women now hold 40 percent of ELT positions, a notable achievement.
Attitudes regarding care work and breadwinning have also shifted among younger generations.
A 2020 survey among urban millennials in the region reveals that most young professionals aspire to share both care and earning responsibilities equally with their partners.
In the public sector, the last 40 years saw the election of two female Presidents, and the unprecedented appointment of women in previously male-dominated roles: Chief Justice of the Supreme Court, Bureau of Internal Revenue Commissioner, Commission on Audit chief, Ombudsman and Secretary of Justice.
But still a long way to go
Despite these milestones, gender gaps persist in workforce participation, promotions and leadership roles.
Female labor force participation in the Philippines is one of the lowest in the Association of Southeast Asian Nations (Asean). From 47 percent in 1990, it rose marginally to 49.9 percent in 2024, even dipping during the pandemic years. Recent DOLE data show improvement to 52.9 percent in 2025 but the gap with men remains wide.
Cultural norms, caregiving responsibilities and lack of child-care support continue to limit women’s economic engagement.
The corporate world has evolved, but gender stereotypes endure. A recent study by the Philippine Business Coalition for Women Empowerment (PBCWE), “Census on Women in Leadership Roles in Philippine Publicly Listed Companies”, reveals that women still face barriers such as the “glass ceiling” and “glass walls,” which restrict advancement to executive roles.
While representation in ELTs of publicly listed companies improved from 38 percent in 2020 to 40 percent in 2022, only 30 percent of these firms are gender-balanced.
Moreover, women are more likely to occupy functional rather than line roles—positions critical for ascending to top leadership. Female CEOs remain underrepresented at 13 percent.
The role of PBCWE: Catalyzing change
Launched in March 2017 through Investing in Women, an initiative of the Australian government, in partnership with the Philippine Women’s Economic Network (PhilWEN), the Philippine Business Coalition for Women Empowerment (PBCWE) has been working with industry-leading companies to improve gender equality within their organizations and influencing other businesses, including those in their supply chains, to become better employers of women.
Through initiatives like GEARS (Gender Equality Assessment, Results and Strategies), we support companies institutionalize diversity, equity, and inclusion and provide training and capacity-building programs, policy consultation and knowledge resources to close gender gaps, dismantle stereotypes and create inclusive cultures
From seven founding members to 56 thriving lifetime member companies, which is a remarkable 700 percent increase since the coalition’s inception.
This growth is a strong testament to companies’ collective commitment to advancing gender equality in Philippine workplaces.
Why inclusion matters
The economic case for inclusion is clear: increasing women’s labor participation by just 0.5 percentage points annually could boost gross domestic product (GDP) per capita by 6 percent by 2040 and nearly 10 percent by 2050.
Women are also at the forefront of two critical issues: climate change and corporate governance.
In the Philippines, women make up 80 percent of those displaced by climate-related disasters, highlighting their vulnerability to environmental risks. These figures underscore the need for gender-responsive climate policies and stronger efforts to achieve parity in corporate decision-making.
According to the International Finance Corporation, companies with greater board and gender diversity are 60 percent more likely to reduce the intensity of energy consumption, 39 percent more likely to reduce greenhouse gas emissions, and 46 percent more likely to reduce water use. On top of these, companies with more than 30 percent female board membership were also associated with greater company financial performance.
Women also play a vital role in the Philippine public sector, making up 50.88 percent of the government workforce, according to the Civil Service Commission. They dominate second-level positions including professional, technical and managerial roles at 57.6 percent, and hold 42 percent of executive-level posts, reflecting progress in gender representation.
However, challenges remain in achieving full parity in top leadership and decision-making roles.
Looking ahead: A shared commitment
As the Inquirer transitions into its digital future after four decades of journalism, its legacy reminds us that progress requires persistence.
The same holds true for gender equality. Laws and policies have laid the foundation, but cultural transformation and corporate accountability will determine whether Filipino women can fully realize their potential at work – in the public and private spheres
The journey of the last 40 years tells a story of resilience and reform. The next 40 must be about acceleration where inclusion is not aspirational but operational, and where every woman is able to thrive in the workplace.
Julia R. Abad is executive director and Carlo S. Abayon is marketing and communications manager at the Philippine Business Coalition for Women Empowerment.
