Women and girls in STEM. 2026 marks the 11th year of the International Day for Women and Girls in Science. While this topic has been the subject of many studies, the fact that women still need to be recognized and celebrated reflects the hardships and prejudices they continue to face.

A 2022 policy brief on the Association of Southeast Asian Nations’ Women’s Participation in Science, Technology, Engineering and Mathematics (STEM) prepared by Asean and the United States Agency for International Development notes that in the region, women and girls often have higher mathematics and science achievements than boys but rarely pursue further education in STEM because of the social prejudices against women who pursue science and technology. Women and girls with disabilities are also affected, as traditional STEM education involves fieldwork and laboratory work. The barriers in place, both physical and social, prevent women and girls from seeing STEM as a viable career option. It is not a question of whether women can, as it has been statistically proven that they contribute significantly to science with limited resources—it is a matter of how they can be better integrated and supported in STEM.

Women’s participation in science is not just notable because of the intrinsic scientific value they contribute, but more importantly because of their impact on society and beyond. Examples of leading Asean women in STEM: Fe del Mundo, a Filipino pediatrician who established the first children’s hospital in the Philippines; Gloria Lim, a Singaporean mycologist who put the study of fungi on the map by finding solutions for mold problems; Margaret Lin Xavier, considered the first female Thai doctor who made it her life’s mission to serve marginalized women through her free clinic; and many others who paved the way and uplifted communities. Filipina sociologist Gelia Castillo said it best: “Science must serve a human purpose.” Women and girls who participate in STEM do not just contribute to the field, but to the larger world around it.

Addressing the barriers. In celebration of the International Day for Women and Girls in Science on Feb. 11, I also wish to highlight some initiatives to address these barriers.

In the organizations that I lead, the Philippine Women’s Economic Network and the Philippine Business Coalition for Women Empowerment (PBCWE), we are committed to ensuring that women are given equal access to STEM programs and initiatives. In 2017, PhilWEN provided inputs to the Action Agenda on Mainstreaming Women’s Economic Empowerment in Asean, highlighting that women’s economic empowerment happens when their participation in STEM and information and communications technology is promoted in all Asean member states. In its policy paper titled ”Asean Through a Gender Lens,” launched in 2021, PhilWEN further proposed that Asean focus on creating science and technology education programs for women, either through apprenticeships or ICT upskilling, to eliminate existing barriers and increase women’s employment in science and technology. In November 2019, the PBCWE, in partnership with Unilab Foundation’s STEM+PH and the University of the Philippines Center for Women and Gender Studies, published a baseline study on Women in STEM, which examined the gender dimensions of the STEM economy. The study proposed that gender sensitivity training be institutionalized in the studied organizations and for various government agencies, for-profit and nonprofit organizations, and academic institutions form partnerships to increase the participation of women in STEM industries.

Asean 2026. The theme of this year’s International Day for Women and Girls in Science is “Synergizing AI, Social Science, STEM and Finance: Building Inclusive Futures for Women and Girls,” which perfectly encapsulates Asean’s thrust for gender mainstreaming. As the chair of Asean this year, the Philippines should continue efforts to advance the participation of women and girls in STEM in the Asean Economic Community. People empowerment, as a vital pillar of the Philippine chairship, is the perfect avenue to promote the gender mainstreaming agenda adopted by Asean leaders in 2017, when the country was likewise the Asean chair. This is an opportune time to review existing Asean documents, including the 2017 Action Agenda, to track progress, identify gaps, and guarantee that gender mainstreaming is made a priority, ensuring that no one is left behind.

When women are given the space to thrive, they give back and establish legacies that have a lasting impact. Let us not stop at simply celebrating women in science but ensure that women and girls are given access to quality STEM education and the ability to choose their desired career path without fear of marginalization.

This article first appeared on Inquirer by Ms. MA. AURORA “Boots” D. GEOTINA-GARCIA

Women entrepreneurs have been flourishing in the Philippines. They continue to be innovative, resourceful, and able to break barriers. However, numerous challenges still stand in the way: digitalization, access to funds and markets, and multiple other hindrances. Data from the Philippine Commission on Women (PCW) in 2025 shows that 66% of MSMEs and 62% of newly registered Department of Trade and Industry (DTI) businesses are owned by women.

While the contributions of Filipina entrepreneurs have been recognized, women’s participation in the Philippine economy should be examined more broadly as not all women are entrepreneurs.

Women in the informal sector

It is estimated that 70% of Filipinos work in the informal sector with a disproportionate amount being women. The informal sector is wide, ranging from small home businesses, contractual jobs in the manufacturing and service sectors, and other under-developed sectors of the economy. Women make up a significant portion of this informal workforce, often working in unstable and low-paying jobs without any legal protections or social security as their work does not give them access to fair wages, benefits, or job security. Despite their hard work and contributions to the economy, they do not receive even a minimum amount of care or social and legal protection. Lack of data and the lack of attention given by lawmakers deny women their basic rights as workers. Nonetheless, they continue to work and contribute to the economy; without benefiting from the fruits of their labor.

Women professionals 

In 2024, the Philippine Statistics Authority (PSA) reported that one million women entered the workforce, driven by the growth of the digital economy and emerging sectors. Women reach higher levels of education, such that the share of male and female employment in high-skilled jobs is almost equal. The services sector, made up of education, human health and social work, are dominated by women. Women are nurses, doctors, lawyers, and teachers, among many other professions.

 

Apart from women’s participation in the domestic workforce, women Overseas Filipino Workers (OFWs) also contribute significantly. 2023 PSA statistics show that of the 2.16 million OFWs, 1.20 million were women. Women make up a large number of the OFW populations, still dominating in the services sector. This number equates to larger remittances to the Philippines, supporting their families and boosting the economy.

Women in the C-Suite

Workplace gender equality is necessary as the inclusion of women in decision-making positions demonstrates good governance and innovation. Gender equality and diversity in the workplace poses numerous benefits for individual companies, society, and the economy. Two organizations I lead, the Philippine Women’s Economic Network (PhilWEN) and the Philippine Business Coalition for Women Empowerment (PBCWE), published the Census on Women in Executive Leadership Teams (ELTs) in Philippine Publicly Listed Companies (PLCs), which looked at women’s corporate leadership. The census showed that women’s participation and representation is improving; 2022 statistics reveal that 13% of CEOs in Philippine PLCs were women; women hold 22% of board seats; women make up 40% of the ELTs in Philippine PLCs in 2022. These data prove that the visibility and decision-making power of women in the corporate sector is steadily on the rise. While not as quantifiable, women having such influence in corporations in the Philippines attests to their roles in and contributions to the Philippine economy.

Barriers to Participation

Numerous barriers for working women remain: discrimination, lack of access to skills training, existing wage gaps, care responsibilities, and societal beliefs and attitudes towards working women. Women want to work and continue to fight for the ability to work and be properly compensated for it. The sustained barriers for women in the work force are often overlooked, thus preventing their greater economic participation and their potential contribution.

One key burden is unpaid care work which women have to perform in addition to the work they do to gain income. A 2025 study by the Philippine Institute for Development Studies (PIDS) concluded that unpaid housework negatively impacts the economy, owing to women being prevented from economic participation because of care work. Women typically tend to outperform men in housework and often cite that as the reason they cannot seek employment. When they do get employed, they receive lower pay due to their marital status, in comparison to their married male counterparts. Patriarchal and social constructs contribute to women being forced to do unpaid care work, making unpaid care work a norm.

Uplifting Women, Uplifting the Nation

Women want to work and continue to fight for the ability to work and be properly compensated. Women should not be boxed into certain roles. Economic participation beyond entrepreneurship, and the recognition of women’s roles and challenges is a step forward in empowering women. The challenges for women’s participation in the economy seem insurmountable, but the simple acknowledgement that these issues exist can light the spark to create change. The entirety of women’s economic empowerment should be a priority. We can focus on policies and programs that boost economic participation, such as improving the rights of workers in the informal sector through the passage of the Magna Carta for Workers in the Informal Economy, providing alternatives for care work, and addressing gendered social norms that affect women’s participation in the economy. We must ensure that women across all sectors are given the support they need.

Women already make significant contributions, which can be improved to not only boost the economy but also to support and protect women. Support for women means that their children, families, and communities are equally supported. It is imperative that women who represent almost 50% of our population are prioritized—after all, nations that uplift their women uplift the whole nation.

This article first appeared on Institute of Corporate Directors by Ms. MA. AURORA “Boots” D. GEOTINA-GARCIA

For decades, women have carried the responsibility of advancing equality, fighting for recognition, representation, and respect in workplaces and boardrooms. And while progress has been made, invisible barriers remain: the glass ceiling, unconscious bias, and outdated stereotypes. These are challenges women alone cannot dismantle nor can men afford to ignore.

On September 18, I shared my views on male allyship   with the Board and senior officers of the Employers Confederation of the Philippines (ECOP) for an Executive Session on Male Allyship, a timely and transformative conversation about how men can step up as champions of gender equality.

Why Male Allyship?

Too often, gender equality is framed as a women’s issue. But it is not. It is a human issue, a business issue, and a leadership issue. Companies with diverse leadership are proven to be more innovative, more profitable, and more sustainable. Diversity of thought produces stronger decisions, while inequality limits potential and risks talent loss, disengagement, and reputational harm.

This is why male allyship is not optional. It is not about men “helping women” out of benevolence. It is about leaders ensuring that organizations maximize the full range of human talent and creativity. When male leaders actively support women, they model the inclusive workplaces that will define the future of business.

ECOP offers a good example. Among its 22-member Board of Governors and Corporate Officers, six are women — a significant increase from past decades when there were only two. Meanwhile, women comprise 70% of the ECOP Secretariat, the organization’s operational backbone.

These numbers show movement in the right direction. But sustaining progress requires more than representation. It requires champions and men in leadership are critical to ensuring equality becomes a daily practice, not just an ideal.

What Allyship Looks Like 

Allyship is not passive. It is active, intentional, and accountable. It means listening to women’s experiences and believing them. It means challenging stereotypes so that merit, not gender, drives decisions. It means mentoring women, nominating them for leadership pathways, and ensuring they are included in networks where influence is built.

Most importantly, allyship means holding oneself accountable, tracking representation, setting measurable goals, and embedding inclusivity into policies and structures. This is how leaders move from good intentions to meaningful change.

At the Philippine Business Coalition for Women Empowerment (PBCWE), we help companies translate these principles into action through two initiatives:

• First, the Workplace Gender Equality (WGE) diagnostic tool called GEARS—Gender Equality Assessment, Results, and Strategies— which was developed by the Australian Workplace Gender Equality Agency (WGEA) in partnership with Investing in Women, an initiative of the Australian Government. GEARS offers comprehensive insights and actionable recommendations to help companies advance gender equality. It enables organizations to assess their current standing and develop strategic roadmaps for improvement across key areas, such as parental leave, flexible work arrangements, leadership accountability, and LGBTQIA+ inclusion.

• Second, Leaders for Change (LfC) is a transformational leadership program for CEOs and senior executives. More than a program, LfC is a movement. It provides leaders with opportunities to learn from peers (“LeadersLink”), amplify their voices as champions of inclusion (“StoriesLink”), and mentor the next generation (“MentorsLink”). Together with GEARS, LfC equips leaders to align business strategies with inclusive and sustainable growth.

Access to these tools is available to our members who comprise a community of like-minded leaders committed to building workplaces where both women and men thrive.

Shared Responsibility, Shared Future

Gender equality is not a threat, but a strategic advantage. And it is not a burden for women to carry alone. Male leaders have a vital role to play in shaping workplace cultures, influencing policy, and modeling inclusion beyond the boardroom — in their homes, their communities, and society.

Every decision leaders make, every policy they approve, and every conversation they lead can either reinforce the status quo or move us closer to equality. The champions of change we need are not those who seek the spotlight, but those who use their influence to lift others up.

Because when women rise, we all rise. And when men step forward as allies, they help create the inclusive, resilient workplaces that will drive the Philippines toward a stronger and fairer future.

This article first appeared on Management Association of the Philippines by Ms. MA. AURORA “Boots” D. GEOTINA-GARCIA