Improving Women Empowerment in Tourism: Women’s Initiative in Decision and Policy Making Presented by: . AILEEN CLEMENTE Chairman and President September 8, 2015

Senior Citizens On the basis of: Religion Ethnicity MARGINALIZED PEOPLES Persons with Disabilities Lesbian, Gay, Bisexual, and Transgender (LGBT) Community Senior Citizens On the basis of: Religion Ethnicity Political affiliation

Source: United Nations

THE GLOBAL GENDER GAP REPORT 2014 Philippines – 9th out of 142 countries Highest ranking in ASEAN and Asia and the Pacific Source: World Economic Forum

THE GLOBAL GENDER GAP REPORT 2014 . We have almost closed the national gender gaps on: Economic Participation and Opportunity (i.e. labor force participation, wage equality, etc.) Educational Attainment (i.e. literacy rate, etc.) Health and Survival (i.e. healthy life expectancy, etc.) Political Empowerment (i.e. women in parliament, etc.) Source: World Economic Forum

GLOBAL REPORT ON WOMEN IN TOURISM 2010 Key Findings: Women make up a large proportion of the formal tourism workforce. Women are well represented in service and clerical service level jobs but poorly represented at professional levels Women in tourism are typically earning 10% to 15% less that their male counterparts The tourism sector has almost twice as many women employers as other sectors 1 in 5 tourism ministers worldwide are women Women make up a much high proportion of own-account workers in tourism than in other sectors A large amount of unpaid work is being carried out by women in family tourism business Source: United Nations World Tourism Organization

Best Practices in Improving Women’s Leadership and Decision-Making Participation

TOOLKIT FOR GENDER EQUALITY IN PRACTICE Addressing Gender Roles Performance Based Assessment on: Hiring Standard pre-employment tests and interview questions Promotion Standard performance appraisal form Source: European Trade Union Confederation 

GENDER EQUALITY IN PRACTICE Promoting Women in Decision-Making 75% of Rajah Travel’s employees are women Majority of high level positions are filled up by women Training programs geared towards technical and skills development are conducted and are open to all employees (i.e. leadership, personality development, etc.) Source: European Trade Union Confederation 

GENDER EQUALITY IN PRACTICE Supporting Work-Life Balance Mandated by the Philippine Laws: Maternity Leave - Minimum of 60 days paid leave Paternity Leave 7 days a year Solo Parent Leave - 7 days a year Special Leave for Women – 60 days paid leave following surgery caused by gynecological disorders Source: European Trade Union Confederation 

GENDER EQUALITY IN PRACTICE Supporting Work-Life Balance Company Provided: Maternity assistance (monetary) Option to work from home Flexitime scheme Part time job opportunities Parents can bring their children to work during Saturday and holiday duties In the pipeline: child care services that would reduce absenteeism among parents Annual physical exams including gynecological exams Add paternity Source: European Trade Union Confederation 

GENDER EQUALITY IN PRACTICE Tackling the Gender Pay Gap No difference in pay Rajah Travel’s Breakdown of Employees: Male – 22% Female – 75% LGBT – 3% Source: European Trade Union Confederation 

Strategies to Achieve a More Gender-Responsive Tourism Industry

TO A MORE GENDER-RESPONSIVE INDUSTRY Address gender-based occupational segregation through: Increased education and training for women in non-traditional areas Formulation of organization codes of practice that includes guidelines on equal opportunity programs Source: United Nations Environment and Development

TO A MORE GENDER-RESPONSIVE INDUSTRY Advancement of women employees needs to be strengthened and spread widely Source: United Nations Environment and Development

TO A MORE GENDER-RESPONSIVE INDUSTRY Promote community based tourism initiatives to empower the vulnerable sectors Source: United Nations Environment and Development

TO A MORE GENDER-RESPONSIVE INDUSTRY To overcome disadvantages of gaining entry into the workforce because of low levels of education, lower standards for entry and then provide on the job training to compensate Source: United Nations Environment and Development

TO A MORE GENDER-RESPONSIVE INDUSTRY Review advertising and marketing regarding the use of stereotypical images and aim at portraying the diversity of workers in a realistic manner Source: United Nations Environment and Development

TO A MORE GENDER-RESPONSIVE INDUSTRY Review advertising and marketing regarding the use of stereotypical images and aim at portraying the diversity of workers in a realistic manner RYANAIR Source: United Nations Environment and Development

CHALLENGES Others: Customers’ bias Uniforms

THANK YOU!