As more workplaces claim inclusivity as a core part of their mission and objectives, more important is the need to monitor, track, and evaluate how exactly inclusivity is achieved.   In my previous article on male allyship published on 13 January 2026, I mentioned that allyship means holding oneself accountable, tracking representation, setting measurable goals, and embedding inclusivity into policies and structures. Having discussed the intent behind male allyship and its importance in the workplace, this article elaborates on the accountability necessary to institutionalize allyship through policies that empower women in the workplace. Moving beyond intent, what matters more is the execution and implementation of gender-inclusive and equitable policies, and how these can best assure long-term success.

“Beyond Lip Service”

Intent must be translated into concrete and actionable policies and should go beyond “lip service.” Inclusivity is not just a well-meaning whim but should be an institutional blueprint and foundation with KPIs, diagnostics, reporting, and monitoring processes set in place. These are steps to guarantee that inclusivity becomes not just a buzzword, but that workplace gender equality and DEI are embedded into the corporate sustainability and business strategies.

Enhancing workplace gender equality and sustainability will require reporting guidelines and setting specific targets and commitments.  According to a 2022 Census on Women in Executive Leadership Teams in Philippine Publicly Listed Companies (PLCs) published by the Philippine Business Coalition for Women Empowerment (PBCWE), only 2% of large firms and none of the small and medium-sized firms have set specific gender diversity targets. Most PLCs have broad diversity policies; however, these need to be complemented by concrete targets which are reported and publicized.

PBCWE is engaged with the SEC to make sustainability reporting, especially gender reporting relevant as we continue to work together in building a business case for Workplace Gender Equality (WGE) in the Philippine context. PBCWE’s advocacy work with the SEC has influenced two indicators that are now part of the data that companies are required to submit to the SEC, namely gender composition at all job levels and policies, and formal processes to address workplace harassment, discrimination and bullying. The existence of formal metrics to measure gender inclusivity provides companies a basis to empower women and ensure gender equity and parity.

Furthermore, diagnostic tools, such as the Gender Equality Assessment, Results, and Strategies (GEARS) mentioned in my earlier article is a key aspect of institutionalizing policies. The assessment and training that GEARS offer facilitates the strategic alignment of gender equality with business priorities, leadership accountability, and gender pay equity.

Male allyship and the intent to support women can and should lead to the implementation of gender-inclusive policies, such as flexible workplace arrangements, comprehensive parental leave, and initiatives to boost women’s representation in leadership positions. Male allyship could be embedded in the training and workshops companies provide their employees on diversity, equity, and inclusion. GEARS can assist companies in translating intent in transforming their workplaces to be gender-inclusive.

“Having a Seat at the Table”

With gender-inclusive policies in place, what is the next step? How do we make sure that these policies are actually being implemented and are helpful to women and the marginalized?

One good practice is to give women a “seat at the table” through appointments in executive leadership positions and boards where strategic decisions are made. The presence of women in leadership roles will also ensure that established policies are monitored and implemented.

While many women have broken glass ceilings, leadership positions are still dominated by males and their voices heard.  Thus, male allyship is critical as they can use their privilege and roles to support women to rise up and thrive creatively and economically.

It is time to move beyond inclusivity and gender equality as mere platitudes. Male allyship and intent are starting points. We have tools at our disposal to translate intent into impact; however, the use of such tools should be institutionalized. Allyship, whether male or female, also means embedding inclusivity so that women can secure a seat at the table. Women have proven that they can “make waves” even with the little that they are given. We must act now to ensure long-term support for them is realized. This year’s International Women’s Month theme of “Give To Gain” reminds us that we, who are in positions of power in the workplace, have the authority to give women a place of their own. Women’s gains are not just theirs, but of all of us. What else can we give to gain gender equality in the workplace?

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

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