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

2. 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

3. Source: United Nations

5. 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

6. 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

7. 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

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

9. 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 

10. 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 

11. 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 

12. 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 

13. 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 

14. Strategies to Achieve a More Gender-Responsive Tourism Industry

15. 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

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

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

18. 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

19. 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

20. 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

21. CHALLENGES
Others:
Customers’ bias
Uniforms

22. THANK YOU!