Purposive Communication Learning Evidence 4

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He for She: Promoting and Upholding Gender Equality

Keith M. Adrales
Keziah C. Farparan
Christian Eduard B. Napoles
Floriemie G. Tusan
University of Southeastern Philippines
Davao City, Philippines

INTRODUCTION
Background of the Project. Gender diversity is the concept which refers to the quality
of being different but not treated as inferior or superior and it is currently being increased and
strengthened most especially in the workplace, this is because of the desire to maximize the
value of human capital (Association of Chartered Certified Accountants, 2015). Gender
diversity represents different types of gender appropriately in different area or settings. In the
past years, it is often used to refer to male and female, however, in today’s society it is also
used to refer to those who fall into non-binary categories of gender (Sytsma, 2006). Being
educated about gender diversity plays an important part in the study since having respect for,
an appreciation of differences, and without bias and judgments will enable us to get the best
out of people and we create connections in every situation we encounter.
Gender equality continues to be a popular issue in the world, according to the Global
Gender Gap 2014 (Remo, 2014), Philippines remained to be a top performer in the Asia-
Pacific in terms of gender equality regarding the gap between men and women, continuing
efforts to fight for equal rights for the LGBT community is empowered even more in the
country by the legislation of same sex marriage in the United States. Even thou that there’s
no national law protects LGBT people against discrimination in the Philippines, but a number
of jurisdictions have enacted anti-discrimination ordinances that include sexual orientation
and/or gender identity and expression among its protected categories namely: Angeles City,
Pampanga, Antipolo City, Bacolod City, Candon City, Ilocos Sur, Cebu City, Dagupan City,
Davao City, Quezon City (in 2003 and 2014), Vigan City, Municipality of San Julian –
Eastern Samar, Brgy. Bagbag, Quezon City, Brgy. Greater Lagro, Quezon City, Brgy. Pansol,
Quezon City, Agusan Del Norte, and Cavite City (Manalastas, 2015). Moreover, this issue
regarding gender equality affects many people today, regardless of their gender identity,
whether they are male, female, lesbian, gay, bisexual or transgender. This is why debaters
from different work settings have been attracted by inequality in the workplace to raise their
positive or negative opinions and interpretations in this issue. Generally, there are widespread
effects of gender inequality in the workplace and understanding them of what they are is a
way to eliminate the issue of gender inequality from every workplace (IBES Global,
Philippines, 2015).
Objectives of the Project. Our main objective of the project is to determine the extent
of implementation of Gender Equality in the workplace and to show the effects of inequalities
in all types of gender.
Target Audience. The target audience of the video is both men and women and those
who fall into non-binary categories of gender. This is to create awareness to people that
understanding and respect of other people’s life will lead in bridging the gap and building
connections. According to Hrab (2014), the global community has made gender equality
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central to our community or even in our work. It helps to express freely the opinions or
comments of the people regardless of their gender. Nevertheless, the content of this video is
limited to information that will help to uphold gender equality in the workplace.
Review of Related Literature
Gender Equality
Men, women and to those who fall into non-binary categories of gender experience
differences in perception in the workplace. Organizational structure, problem-solving style
and view of work-related conflict are some of the related differences that an employee’s
gender can illustrate. Also, differences in individual working style are prominent. Women
think that an individual work styles should be combined, with the help of everyone as part of
a whole. On the other hand, men believe that work should be completed independently
without the help of the others. Scott (2015) stated that women also tend to be more supported
managers, whereas men are more direct.
According to the study, gender characteristics are present in today’s society and it
plays a very influential role in the workplace (Gannon, 2012). As stated by Ryan (2011),
“equality issues, including discrimination, remain significant on the workplace and in the
course of employment. Employers therefore should have proactive measures in place to
inform and protect their employees and the company. An employer is responsible for all
equality issues within the workplace and should deal with equality issues.” Therefore, it is
important to achieve gender equality in the workplace not just because it is ‘fair’ and it is ‘the
right thing to do’ but because it is also vitally important to the heart of a business and the
productivity of our nation. Gender equality is viewed as an independent development
objective, as well as for instrumental reasons contributing toward efficiency and growth—the
idea of it being “smart economic.” It is also a realistic policy goal that aims to enhance
growth and development. According to a research, a company that upholds gender equality
performs better and it can result to a more improve organizational performance. While there
are a range of reasons to explain this link, one factor is that diversity brings together varied
perspectives, produces a more analysis of the issues that an organization faces and urged
greater effort, which leads to improved decision-making (Finn, 2015).
Gender Equality in the Philippines
People cannot deny the fact that the fight for gender equality is gaining ground all
over the world especially in the Philippines. Women, men and those who fall into non-binary
categories of gender enjoy the same access to education, and it remains in the top 10
countries with the least gender gap. The Philippines rank 8 th place among 135 countries on
2011, with a score of 0.768 from being in the 9 th place on the previous year. The country has
surpassed well developed nations such as Germany, United Kingdom, Singapore and even
United States. The four Nordic countries, Iceland, Norway, Finland and Sweden leads the
world again in upholding equality of all gender followed by Ireland as 5 th placer, New
Zealand as 6th placer, Denmark as 7th placer, Lesotho as 9th and Switzerland as 10th placer
(Remo, 2014). While according to the World Economic Forum, the Philippines are the only
East Asian countries to be included in the list and bested other countries in the Asia Pacific
region in terms of gender equality (Tan, 2006). In the other hand, since 2000, UNDP together
with UN and the rest of the global community, gender equality becomes the center of the
work and the remarkable progress of the project are visible and achieved since then.
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The Global Gender Gap ranking is based on four major key factors namely: Economic
Participation and Opportunity, Educational Attainment, Health and Survival, and Political
Empowerment. Among these four determinants, the Philippines ranked highly in Educational
Attainment where the country ranked 1st and Political Attainment where the country ranked
13th (Manalastas, 2015).
In the Philippines, specifically in Quezon City which is the largest city in terms of
area, made a historic move for the LGBTQ community through the passage of a pro-LGBT
ordinance of the city in the year 2014. The “Gender-Fair City” ordinance aims to protect
LGBTQ rights in the workplace, schools and accommodations, as well as their rights to
access basic services in the city. In relation, LGBTQ individuals face challenges in
employment in both individual level and as members of a community that is subject to
discrimination and abuse. This can be compounded by the weak social status and position of
the individuals involved. Examples of these discriminations were given in both the
recruitment of employees and during regular employment. It was noted that employers
sometimes take advantage of LGBTQ employees where sexual harassment of LGBTQ
employees was reported. A concern was also expressed about potential discrimination of
individuals in the workplace based on their HIV status. Moreover, employment is an area
identified where LGBTQ organizations and parts of the community (such as overseas
workers and sea workers) are not playing an active role (Crosby & Kreshley, 2011).
In the survey conducted by Philstar (2017), a lot of Filipinos oppose that most women
are at a disadvantage in the Philippine society and a Pulse Asia survey shows that close to 95
percent agree that women should fight for their rights. Likewise, 41 percent of Filipinos
believe that women in the Philippines are not disadvantaged against 33 percent of the
respondents who believe otherwise and a total of 26 percent of the respondents could say
either way. This is among the 1200 respondents nationwide conducted from December 6-11
2016.
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METHODS
Project Concept. The video is titled “He for She: Promoting and Upholding Gender
Equality.” We used the term “He for She” to show equal contribution for both men and
women. This title is appropriate as we break inequalities of all gender and gives the audience
a glimpse of what will be the content of the video.
The total length of the video is one (1) minute as we promote with the audience the
importance of equal opportunity, respect and love in the workplace. The video will serve as a
platform for the people to be aware of what is happening and rare in today’s workplace.
Moreover, the discussions are supported with short dramatizations to give clearness to the
topic in the same time we made used of English language as our medium of communication
to take into considerations to our audience.
In making the video, we make sure that the audience will look forward with the
message that we wanted to convey. Also, we want to inspire people and to be an instrument
for a change between the gap of men and women; that women can also do what men can do.
We made use of text in order to supply the information needed, since we lack of resources
during the video making. We also used appropriate background music to fit with the overall
ambiance of the video.
Generally, the video will serve as a public information advertisement that will surely
give enough information to the audience of the impact of inequalities for all gender. By the
information needed and the correct knowledge about the topic, surely they will embrace
fairness, promote connections where people wanted to have.
Work Procedures & Ethical Considerations. In order to ensure that the information
in the video is correct and reliable, we conduct research about the scope of gender equality all
throughout the workplace. Primarily, our sources are coming from different reliable
organizations that promote equality in all types of gender. Afterwards, we decided on the
concept that we will be doing in our video and gathered the necessary information and
materials that we also needed in the making of the script.
Once all the materials are ready and all the sources are checked, we immediately
proceed in the making of the script. We make sure that the audience will understand our
message and they will be enlightened in the end of the video. Moreover, the length of the
script was timed to fit with the agreed time of the video, which is one (1) minute. All
throughout the process, we experienced several adjustments of the whole concept of the video
in considerations of the correctness and appropriateness of the message as well as checking
the grammar and the spelling we used. For more concise output, we did the mapping out of
the storyboard for our video, in the same time we plot the process of the editing part of it. We
also make sure that are actions are exact since we are given a very short span of time to
elaborate the content of the video. In the end, we identify text and words to use in the content
of the video to understand more the message we are portraying.
The presenters did entirely the whole duration of the video in the University of
Southeastern Philippines, Obrero Campus. We made use of all the resources around and
made sure to finish the shooting on time. After all the footage was recorded, these were all
saved in a flash drive and labeled for a less hassle during the editing process.
Finally, we proceed in the editing part of the video which is guided with what is stated
in the storyboard, next is the adding of the background music to add beauty and harmony in
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the tape. We also give importance of the information we used, the names of the presenter in
the latter part, and to give credits to the sources and other works we utilized that helps to the
betterment of the video.
Below is the Script and the Storyboard used for the video.

SCRIPT STORYBOARD
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REFERENCES
ACCA - Association of Chartered Certified Accountants (2015) Gender inequality is a
Genuine Business risk which needs to be addressed Retrieved September 6 2015
from http://www.accaglobal.com/hk/en/discover/news/2015/08/diversity-
kampala.html
Crosby, B & Kreshley, J. (2011) Gay and Transgender People Face High Rates of Workplace

Discrimination and Harassment Retrieved September 8 2015 from

https://www.americanprogress.org/issues/lgbt/news/2011/06/02/9872 /gay-and-
transgender-people-face-high-rates-of-workplace- discrimination-and-harassment/
Finn , L. (2015) Reasons Why Discrimination Continues to exist in the Workplace Retrieved
September 8, 2015 from http://everydaylife.globalpost.com/reasons-discrimination-
continues- exist-workplace-3054.html
Gannon, D. (2012) How Men and Women Differ in the Workplace Retrieved from
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and- Women-Differ-in-the-Workplace
Hrab , A. (2014) workplace harassment and discrimination Retrieved September 8, 2015
from http://blog.eskill.com/workplace- harassment-discrimination/

IBEX (2015) Where is Gender Equality in the BPO Industry? Retrieved September 12, 2015
from http://www.youdeservemore.ph/gender- equality-bpo-industry
Manalastas E.J (2015) Anti-Discrimination Ordinances Retrieved October 12, 2015 from
http://pages.upd.edu.ph/ejmanalastas/policies- ordinances
Philstar, (2017) Poll: 41 percent of Filipinos see gender equality in the Philippines. Retrieved
from https://www.philstar.com/headlines/2017/03/08/1677698/poll-41-percent-
filipinos-see-gender-equality-philippines
Remo, (2014) PH tops in gender equality among Asia-Pacific nations- Philippine Daily
Inquirer Retrieved from http://globalnation.inquirer.net/113582/ph-tops-in-gender-
equality- among-asia-pacific-nations
Ryan, J. (2011) Equality in the Workplace An Employer’s Guide 2011 p. 1 Retrieved
October 2, 2015 fromhttp://isme.ie/assets/ISME-Equality- in-the-Workplace-Emp-
Guide-2011-2.pdf
Scott S. (2015) Gender Differences within the Workplace Retrieved September 10, 2015
from http://smallbusiness.chron.com/gender- differences-within-workplace-
10512.html
Sytsma, E (2006) Ethics and Intersex. Springer Science & Business Media. pp. 38 2 nd edition
Retrieved September 8, 2014 from https://en.wikipedia.org/wiki/Gender_diversity
Tan, (2006) Being LGBT in Asia: The Philippines country report retrieved from:
https://www.usaid.gov/sites/default/files/documents/1861/2014%20UNDPUSAID
%20Philippines%20LGBT%20Country%Report%20-%20Final.pdf