Gender Sensitivity in the Workplace Among Employees of the DSWD Field Office Caraga
Abstract
The issue of gender inequality is one that has been significantly impacted by workplace diversity. To this end, this study aimed to determine the level of gender sensitivity in the workplace among employees of the Department of Social Welfare and Development (DSWD) Field Office Caraga in terms of their language usage and office activities/management. Moreover, it also assessed the employees’ level of awareness on the entry points of Gender and Development mainstreaming. Statistical tools used in the analysis and interpretation of data include frequency and percentages, weighted mean, independent samples T-test and Anova, and correlation analysis. Favorable findings emerged from the study, with several participants demonstrating admirable degrees of awareness on the entry points of GAD mainstreaming and high level of gender sensitivity in terms of language usage and office activities or management. The results of the study revealed that gender sensitivity and employees' awareness on the DSWD's entry points in GAD mainstreaming are significantly correlated. Furthermore, the data showed significant differences in the employees’ level of gender sensitivity when grouped according to their age, employment status, and work experience. Despite these findings, relevant programs or interventions are proposed that would create a work environment more inclusive and gender sensitive.
References
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Widyani, I. D. A. (2022). Menstrual Leave Policy; Between Gender Sensitivity and Discrimination Against Female Workers. Technium Business and Management, 2(2), 50–60. https://doi.org/10.47577/business.v2i2.6754
Williams, J., & Anderson, M. (2018). The Role of Leadership in Fostering Gender Equality: A Longitudinal Analysis. Journal of Leadership Studies, 12(4), 321-338.
Awasthi, S., Mathur, G., & Tiwari, M. (2018). Gender-based discrimination faced by females at workplace: A perceptual study of working females. Journal of Entrepreneurship Education, 21(3), 1-7.
Bartram, D., Stanton, P., Leggat, S. G., & Casimir, G. (2019). Factors Affecting the Adoption of High-Performance Work Practices in Public Hospitals. The International Journal of Human Resource Management, 30(16), 2325–2347.
Chang, Y., & Wu, L. (2019). The Role of Inclusive Language in Fostering Employee Well-being. Journal of Applied Linguistics, 24(4), 198-215.
Davis, L., & Skilton, L. (2018). Work Experience and Gender Sensitivity Levels. Journal of Diversity in the Workplace, 21(1), 78-92.
Davis, L., & Skilton, L. (2021). The Impact of Gender-Sensitive Language on Organizational Culture. Journal of Diversity in the Workplace, 16(2), 7892.
Dezső, C. L., & Ross, D. G. (2018). Does female representation in top management improve firm performance? A panel data investigation. Strategic Management Journal, 39(3), 703–722.
Evans, S., & Cull, L. (2018). Gender and the Care Profession in the 21st Century. Journal of Social Work, 18(4), 363–382.
Enriquez, A. & Valera, M. L. (2022). Gender Sensitivity among the Faculty and Employees of ASIST. LC International Journal of STEM (ISSN: 2708-7123), 3(2), 58-71.https://doi.org/10.5281/zenodo.6844763
Gough, O., & O'Brien, S. (2020). The Nonprofit Sector and Public Administration: Two Peas in a Pod? Public Administration Review, 80(2), 309–321.
Holmes, J., & Holmes, J. (2018). Unveiling Gendered Language: Stereotypes and Linguistic Choices. Language and Gender, 15(3), 231-248.
Jackson, E. A. (2020). Global Perspectives on Gender Sensitivity and Economic Benefits. Published in: Springer Nature Publisher, Cham. No. Encyclopedia Chapter (27 May 2020): pp. 1-17.
Johnson, A. (2020). The Impact of Gender-sensitive Policies on Employee Engagement: A Case Study. Journal of Organizational Psychology, 25(3), 123-140.
Jones, A., & Brown, L. (2019). Women in leadership: An exploration of gender sensitivity among female executives. Leadership Quarterly, 30(4), 491–508.
Jones, M., & Fenwick, T. (2020). Gender mainstreaming in practice: A review of literature and practices in higher education. Gender and Education, 32(1), 1–18.
Kaur, N., & Arora, P. (2020). Acknowledging gender diversity and inclusion as key to organizational growth: a review and trends. Journal of Critical Reviews, 7(6), 125-131. http://dx.doi.org/10.31838/jcr.07.06.25
Khan, F. N., Sehrawat, N., & Singh, S. (2021). The Impact of HR Practices on Perceived Gender Sensitivity and Gender Bias: A Multilevel Analysis of Hotel Industry. Jindal Journal of Business Research, 10(1), 90–106. https://doi.org/10.1177/22786821211001769
Kossek, E. E., et al. (2019). Improving employee well-being and effectiveness: Systemic challenges and strategies for change. Annual Review of Organizational Psychology and Organizational Behavior, 6, 457–480.
Ng, T. W. H., & Feldman, D. C. (2018). A Two-Wave Longitudinal Study of Antecedents and Outcomes of Work-Family Enrichment. Journal of Organizational Behavior, 39(6), 789–803.
Ochave, R. M. D. (2022). Philippines falls 2 spots in global gender gap rankings. Business World Online. https://www.bworldonline.com/top-stories/2022/07/14/461143/philippines-falls-2-spots-in-global-gender-gap-rankings/
Patten, T. H., et al. (2021). The impact of gender inclusivity in leadership on workplace harassment. Journal of Applied Psychology, 106(7), 958–975.
Philippine Commission on Women (2020). Gender mainstreaming - Philippine Commission on Women. https://pcw.gov.ph/gender-mainstreaming/
Rodriguez, A., & Gomez, A. (2019). Employment Status and Gender Sensitivity Outcomes. Journal of Organizational Behavior, 16(3), 198-215.
Rodriguez, A., et al. (2019). Career Stage and Gender Sensitivity Outcomes. Gender Studies Journal, 35(4), 198-215.
Santos, R., Martinez, L., & Gomez, A. (2021). The Impact of GAD Training on Employee Awareness and Behavior: A Quasi-experimental Study. Gender in the Workplace Journal, 15(1), 45-62.
Smith, P., & Johnson, A. (2018). GAD Awareness and Gender Sensitivity in the Workplace. Gender Studies Journal, 15(2), 78-92.
Smith, N., et al. (2020). Workplace diversity: A review and critique. Journal of Management, 46(6), 2332–2363.
Snell, S., & Morris, S. (2018). Managing Human Resources (18th ed). Cengage Learning.
Tamunomiebi, M. D., & John-Eke, E. C. (2020). Workplace Diversity: Emerging Issues in Contemporary Reviews. International Journal of Academic Research in Business and Social Sciences, 10(2). https://doi.org/10.6007/ijarbss/v10-i2/6926
Villegas, J. (2021). Gender Audit as Basis in Developing Modules for GAD Focal Persons in Mati, Davao Oriental, Philippines. Research Square. https://doi.org/10.21203/rs.3.rs-1184603/v1
Widyani, I. D. A. (2022). Menstrual Leave Policy; Between Gender Sensitivity and Discrimination Against Female Workers. Technium Business and Management, 2(2), 50–60. https://doi.org/10.47577/business.v2i2.6754
Williams, J., & Anderson, M. (2018). The Role of Leadership in Fostering Gender Equality: A Longitudinal Analysis. Journal of Leadership Studies, 12(4), 321-338.
Published
2024-03-01
How to Cite
Y. ECNAD JR., Rolando; S. RAGANAS, Nelia.
Gender Sensitivity in the Workplace Among Employees of the DSWD Field Office Caraga.
Asian Journal of Behavioural Sciences, [S.l.], v. 6, n. 1, p. 1-15, mar. 2024.
ISSN 2710-5865.
Available at: <https://myjms.mohe.gov.my/index.php/ajbs/article/view/25946>. Date accessed: 04 oct. 2024.
Section
Articles
