As we celebrate Women’s Month, we examine the evolving landscape of gender equality in the workplace, particularly in fields historically dominated by men.
For a country that has twice elected women to the presidency, the highest office of the land, the Philippines presents a fascinating case study in gender dynamics. We have constantly demonstrated openness to women in positions of power, however, the journey toward equality across all sectors reveals a more nuanced picture – one of significant progress alongside persistent challenges.
Consistently advancing, yet unevenly
The advancement of Filipino women in non-traditional roles varies dramatically by sector. Law enforcement stands as a notable success story, with women now constituting approximately 30% of the 232,000-strong Philippine National Police. Within this force, 592 women hold key positions, including 64 third-level officers and 292 second-level officers – numbers that have grown substantially over the past five years.
Another emerging success story can be found in the aviation industry. Philippine Airlines now has approximately 60 female pilots, representing about 12% of its total pilot workforce – a remarkable increase from less than 2% nationwide in 2015. This figure surpasses the global average of 5.8%, positioning the Philippines alongside countries like India (12.4%) and ahead of the United States (5.5%) in female pilot representation.
In contrast, sectors such as construction, STEM fields (particularly engineering and technology), and sports management continue to show significant gender disparities. The agriculture sector presents yet another complex picture – women have always played vital roles in Philippine farming, yet often in informal capacities with limited recognition and resources.
The biggest issue, however, is the persistent wage gap. Despite increasing representation across various fields, women’s average wages remain at approximately 65.9% of men’s – a stark reminder that presence alone does not guarantee equality.
Education-to-employment, the disconnect
One of the more perplexing aspects of this landscape is the disconnect between educational achievement and professional advancement. In health-related STEM fields, women often make up a significant portion of students. However, this educational participation doesn’t always translate to proportional representation in the workforce, particularly in leadership positions.
This pattern is often repeated, according to studies from the Philippine Commission on Women. “Women gain the qualifications but face invisible barriers when attempting to advance in their careers.”
This phenomenon is particularly evident in the finance sector, where women are increasingly present but leadership positions remain predominantly male. The same pattern emerges in politics – despite having had female presidents, consistent representation of women at all levels of government remains a work in progress.
The forces driving change
Despite these challenges, powerful mechanisms for change are at work across the Philippines.
Policy frameworks. The Magna Carta of Women represents a cornerstone policy that ensures women’s rights and promotes gender equality across sectors. This legal framework provides the foundation for more specific initiatives and protections.
Corporate leadership. Forward-thinking companies are demonstrating that intentional programs can create meaningful pathways for women. Some examples:
Coca-Cola Philippines exemplifies this approach, developing career paths for women in traditionally male roles such as truck drivers and plant managers, with an ambitious goal of 50-50 gender parity.
Accenture Philippines has implemented targeted recruitment and advancement programs for women in technology roles, achieving nearly 50% female representation in its workforce.
Manila Electric Company (Meralco) has developed programs to train women as electrical technicians and lineworkers in the traditionally male power industry.
Pilipinas Shell actively recruits women for engineering positions and field operations, providing specialized training and mentorship.
These corporate initiatives demonstrate how intentional approaches to gender inclusion can transform workplace demographics in non-traditional sectors.
Educational initiatives. The Technical Education and Skills Development Authority (TESDA) has implemented programs specifically designed to promote women’s participation in technical-vocational training related to construction and trades – areas that have historically seen minimal female involvement.
Advocacy and support. Multiple organizations are working to empower women across various sectors such as the Philippine Business Coalition for Women Empowerment (PBCWE) which partners with companies to implement workplace gender equality assessments and develop targeted interventions, as well as the Philippine Commission on Women (PCW) which coordinates government efforts to promote gender-responsive governance and implements the Magna Carta of Women at both national and local levels.
As we celebrate Women’s Month, the Philippine experience reminds us that progress is neither uniform, predictable or inevitable. It requires persistent advocacy, intentional policy, corporate commitment, and cultural evolution. The gains already made – particularly in sectors like law enforcement – demonstrate what’s possible when these forces align, while the remaining gaps highlight the work still to be done.
In the words often attributed to Filipino women pioneers across various fields: “Hindi na kami nagpapahingi ng puwang; ginagawa na namin ang puwang.” (We are no longer asking for space; we are creating the space.) This spirit of determination continues to drive progress toward a more equitable future for all Filipinos, regardless of gender.
