Think Equal - Philippines

Proposed by Beverly Resuelo and Marie Bernadette Villanueva

OVERVIEW
According to a qualitative study by Calleja et. al. (2011), 15 out of 25 reported that they
have experienced discrimination in the field of employment despite government regulations.
These LGBT employees experience derogatory name calling, homophobic language, and
inappropriate jokes that could also escalate to levels of slander, threats and intimidation often
triggered by gender non-conforming behavior such as behavior or clothing judged to be
effeminate for males or masculine for females.
In the Philippines, thirty percent of lesbian, gay, bisexual, transgender and intersex
(LGBTI) people in the Philippines reported being harassed, bullied or discriminated against by
others while at work because of their sexual orientation, gender identity, expression and sex
characteristics (SOGIESC) (Outrage, 2018).

The evidence shows that the few workplaces that have LGBTI-inclusive policies have
seen positive impacts. The higher number of protective policies correlates with less experience
of workplace discrimination and higher levels of reported job satisfaction among LGBTI
people. A more open and affirming workplace is likely to encourage satisfaction and greater
loyalty among LGBTI employees, and lead to greater productivity and improve the corporate
image. The report also highlighted that there were limited legal protections from discrimination
in the workplace, and there were also few options for recourse through internal workplace
policies. In the Philippines, only 20% stated that their employers have an official complaint
procedure in place for LGBTI discrimination cases. The number is lower in China (5%) and
Thailand (17%) (Outrage, 2018).

Thirty percent of lesbian, gay, bisexual, transgender and intersex (LGBTI) people in the Philippines reported
being harassed, bullied or discriminated against by others while at work because of their sexual orientation,
gender identity, expression and sex characteristics (SOGIESC). IMAGE BY BETHANY
LEGG FROM UNSPLASH.COM

The Philippines also has no national law that provides protection against discrimination
based on gender expression. In the country, some limited legal protection for LGBT people
exists at the local level. Local ordinances, along with other grounds, protecting people against
discrimination based on SOGIE only exist in 5 provinces, 15 cities, 1 municipality and
3 barangays (villages).

With these in mind, it is our intention to propose a program that will promote equality
in the workplace that will eventually shed light on various sectors, that we may implore them
to push ultimately for the legal rights of the LGBT community, currently still a minority.

GOALS

1. To collaborate with community sectors in the implementation of equality among the

community members.
2. To promote and implement equality among LGBTQ individuals in the workplace
3. To address stigma and discrimination; and
4. To strengthen legal and policy environment
SPECIFICATIONS

Identity Development and Safe Space for Everyone

In the workplace, staff and fresh graduates have many concerns related to their academic and
professional careers that may be affected by their LGBT identity and willingness to be out. They may
fear losing support from their peers or may be concerned that knowledge of their identity may have a
negative impact on their recruitment, retention and promotion. Work productivity and job satisfaction
are increased by a supportive work place environment.

Safe space is a physical location in which employees may be comfortable regardless of their
sexual orientation, cultural background, or ethnic heritage. The space must provide an adequate amount
of meeting rooms, administrative office and support areas, resource room for computers and library
materials, reception and lobby space. Private offices must be conducive to confidential counseling and
advising. The space becomes the home base for the cultivation of role modeling and mentoring
opportunities. It involves the interaction of colleagues and employees in a positive and friendly
environment. The physical space provides the opportunity to coordinate and deliver counseling and
referral services, advising, networking and information sharing, and a reporting and referral center for
victims of anti-lesbian/gay harassment or violence. The homebase is sensitive to individual and group
comfort levels and respects the interests and privacy of its constituents.

Establishing a Nurturing Community

This proposed program is an initial step towards the ultimate goal of gender equality and no
discrimination. Through education and support, especially from majority groups, Equality in the
workplace as well as in the community will no longer be just a dream. In the Philippines, another
objective that we hope to achieve is the legal policy on gender equality. We believe that if these are
established, it will be easier to catalyze other efforts toward a transformed community with not only
tolerating the LGBT community, but with complete acceptance and collaboration.

ACTIVITIES

This project aims to promote engagement and representation of the local LGBTQ community and their
support groups. These representatives and support groups will be tapped to implement the proposed
program and its identified goals.
To address these goals, the project proposes the following course of action:

GOAL ACTIVITY PERSON/S TIMELINE EVALUATION

RESPONSIBLE
To collaborate  Establish a Project head 1st quarter of the 1. Number of
with network of year representatives
community representative LGBT  January 2020: in the collective
sectors in the s from the representatives meetings with 2. Number of
implementatio LGBT representative representatives
n of equality Community Sector s and support in the working
among the  Coordinate representatives groups group
community with existing  February 3. Roster of
members. support NGOs 2020: potential
groups in the establish a companies and
city Support groups collective of institutions
 Establish a representative
network of s and
representative schedule
s from sectors: series of
schools, strategic
churches, planning
barangays, sessions for
government, implementati
non- on
government  March 2020:
organizations Schedule
 Plan course of meetings with
action company
addressing representative
local s and
community institutions to
concerns with propose
LGBT; assign program
resource addressing
persons goal no. 2
among
representative
s of the LGBT
community
for the next
course of
action
To promote  Plan Project Head 2nd quarter of the 4. Number of staff
and implement workshops, year participating in
equality among Forums, and Human Resources  April 2020: the activities
LGBTQ Conferences, Department planning 5. Number of
individuals in Training  May 2020: managers and
the workplace among Resource implementati supervisors
employees Person/s from on of participating in
focusing on LGBT support scheduled the activities
LGBT groups trainings and 6. Number of
Community workshops resource
and gender Company  June 2020: person/s
equality Management Follow-up
  Plan a activities and involved in the
sensitivity feedbacking trainings
training
through work
retreats, team
building, and
leadership
training.
Training for
rank and file
may be
separate from
training for
managers and
supervisors
To address  Plan trainings Project Head June to August 1. Number of
stigma and and 2020: representatives
discrimination; workshops in Group 2. Number of
and barangays and representatives This can be NGOs
communities implemented participating in
 Schedule Barangay simultaneously the series of
meeting with Officials with workplace workshops
community activities 3. Number of
leaders and Community barangays
barangay leaders
officials
 Propose NGO
schedule of representatives
trainings and
workshops
among local
NGO
representative
to tap
specialized
communities
To strengthen  Identify legal Project head August to 1. Number of
legal and consultants November 2020 legal
policy  Coordinate Legal consultants/ consultants
environment with Local lawyers 2. Number of
Government local
Officials to Local government government
discuss officials officials
existing 3. Number of
policies Volunteers from volunteers
 Collaborate support groups
with legal
consultants
and local
government
officials for
proposal of
bills
addressing
 LGBT
community
concerns (i.e.
gender
equality in the
workplace,
legal rights,
anti-
discrimination
provisions)

MONITORING AND EVALUATION

There will be constant monitoring on all implemented activities. A feedbacking session will be
scheduled one to five days after each activity. A budget proposal hearing will be conducted prior to all
activities and planning.

PROPOSED BUDGET ALLOCATION

This is an estimate of the cost of activities and trainings that will be implemented. The initial
schedule of the activities were also identified.

GOAL / ACTIVITY DATE/S AMOUNT

Meetings with representatives January 11 Php 3,000
from various sectors
January 18 Php 3,000
(minimum of three sessions)
January 25 Php 3,000
Strategic planning February 1 Php 5,000
(minimum of three sessions)
February 8 Php 5,000

February 15 Php 5,000

Meetings with company March 2-15 Php 10,000
representatives
Meetings with community leaders, June 13 Php 5,000
NGO representatives, barangay
officials
Trainings and workshops with August 2020 Php 15,000
local communities
TOTAL Php 54,000.00