Human Resource Environment:

PROVIDING EQUAL
EMPLOYMENT
 EMPLOYEE
DISCRIMINATION
The unjust or prejudicial treatment of different categories of
people or thing specifically on the basis of their age, race, gender,
and religious beliefs.
WORKPLACE DISCRIMINATION IN
VARIOUS FORMS
CONSEQUENCES OF DISCRIMINATION
 EQUAL EMPLOYMENT OPPORTUNITY (EEO)

Equal Employment Opportunity is the concept of equal opportunity in an

organization to achieve or maintain fair employment. The core EEO definition
is that all employees should be fairly treated when regarded in different
decisions on employment, such as hiring, promotion, termination,
compensation.

BASIC PRINCIPLE OF EEO

Equal way to pursue a job that is based on merit regardless of characteristics

such as race, sex or sexual orientation.
 EQUAL EMPLOYMENT OPPORTUNITY (EEO)

TWO CATEGORIES OF PEOPLE PROTECTED BY EEO LAWS:

1. Protected Classifications – categories of people who are lawfully

protected against employment discrimination based on their age, gender, skin
color, ethnicity, and physical or mental disability.

2. Protected Groups – sub-categories of people within each protected

classifications.
Example: white, black, and brown are protected groups under the protected
classification skin color.
 EQUAL EMPLOYMENT OPPORTUNITY
VERSUS
AFFIRMATIVE ACTION

1. Equal Employment Opportunity

Every employment opportunity seeks to guarantee that anyone, despite his
age, color, disability, sex, religion, national origin or race has an equal chance
of employment based on his or her qualifications inventory.

2. Affirmative Action
It goes beyond equal employment opportunity by compelling
employers to take certain steps to provide those in the protected group fair
chances for employment. This is done to eliminate the adverse effects of
past discriminatory practices on the current workplace practices in terms of
recruitment and selection.
 EQUAL EMPLOYMENT OPPORTUNITY
LEGISLATION IN THE PHILIPPINES

1. Prohibition on Discrimination Against Women (Republic Act 6725)

when your employer favors a male employee over a female counterpart

when they consider giving out promotions, salary raises, training
opportunities, or other benefits.
fine of P1,000.00 to P10,000.00, imprisonment of three months to three
years or both
 EQUAL EMPLOYMENT OPPORTUNITY
LEGISLATION IN THE PHILIPPINES

2. Extended Maternity Leave Law (Republic Act 11210)

entitles all female workers with 105 days of maternity leave, paid with 100%
of their average daily salary credit.
a fine of P20,000 to P200,000, imprisonment of six years and one day to 12
years, or both. Additionally, the company won’t get to renew its business
permit
 EQUAL EMPLOYMENT OPPORTUNITY
LEGISLATION IN THE PHILIPPINES

3. Anti-Sexual Harassment Act (Republic Act 7877)

sexual harassment includes physical forms (malicious touching, gestures

with lewd insinuation, overt sexual advances), verbal forms (requests for
sexual favors, lurid remarks), and use of objects, pictures, or letters with
sexual underpinnings.
The penalty for violations is imprisonment of one month to six months, a fine
of P10,000 to P20,000, or both.

Types of Sexual Harassment

1. Quid pro quo sexual harassment
2. Hostile environment
 EQUAL EMPLOYMENT OPPORTUNITY
LEGISLATION IN THE PHILIPPINES

4. The Solo Parents’ Welfare Act (Republic Act No. 8972)

you’re considered a solo parent if you are solely responsible for a child’s
upbringing. In addition, you’re eligible to get a solo-parent ID to get access
to benefits.
benefits include a flexible work schedule, 7-day parental leave, and non-
discrimination at work.
 EQUAL EMPLOYMENT OPPORTUNITY
LEGISLATION IN THE PHILIPPINES

5. Anti-Age Discrimination in Employment Act (Republic Act No. 10911)

mandates companies to hire employees based on their competence and not
their age. As such, employers can’t publish job ads that indicate their age
preferences.
The penalty for violation is a fine of P50,000 to P500,000, imprisonment of
three months to 2 years, or both.
 EQUAL EMPLOYMENT OPPORTUNITY
LEGISLATION IN THE PHILIPPINES

6. Magna Carta of Disabled Persons (Republic Acts No. 7277 & 9442)
Employers must give a qualified disabled employee the same terms and
conditions of employment as a qualified non-disabled person would have.
RA 9442, it’s unlawful to make fun of or mock a person with a disability,
whether in writing, words, or actions.
Any person who violates these Acts shall suffer a fine of P50,000 to
P100,000, imprisonment of six months to two years, or both.
 EQUAL EMPLOYMENT OPPORTUNITY
LEGISLATION IN THE PHILIPPINES

7.International Convention on the Elimination of All Forms of Racial

Discrimination (Presidential Decree No. 966)
aims to eliminate all forms of racial discrimination. This decree prohibits the
promotion and incitement of racial superiority or hatred, whether in acts of
violence, dissemination of ideas, or propaganda activities.

Anyone guilty of inciting racial discrimination may be imprisoned for ten

days to six months. If the offense is starting acts of violence against any race
or organizing propaganda activities that promote racial discrimination, the
offender might face a month to a year of imprisonment.
 EQUAL EMPLOYMENT OPPORTUNITY
LEGISLATION IN THE PHILIPPINES

8. The Indigenous Peoples’ Rights Act (Republic Act No. 8371)

recognizes, protects, and promotes indigenous cultural communities or
indigenous peoples (ICCs/IPs). This Act extends to providing the same
employment rights, opportunities, and privileges available to ICCs/IPs as an
employer would grant any other company member.

The penalty for violations is imprisonment for nine months to 12 years, a fine
of P100,000 to P500,000, or both. In addition to this, they “shall be obliged
to pay to the ICCs/IPs concerned whatever damage may have been suffered.”
 EQUAL EMPLOYMENT OPPORTUNITY
LEGISLATION IN THE PHILIPPINES

9. CSC Memorandum Circular No. 48, s. 2013

“Directing all Concerned Government Agencies to Adopt the Gender Equality
Guidelines in the Development of their Respective Media Policies and
Implementing Programs in Order to Promote Gender Mainstreaming”

10. CSC Memorandum Circular No. 7, s. 2014

“Encouraging Government Agencies to hire PWDs pursuant to Republic Act No.
7277”

11. Wage Rationalization Act, 1989

 PROTECT YOURSELF AGAINST DISCRIMINATION

1. Know your protected characteristics

DISABILITY
AGE
PREGNANCY AND MATERNITY
RACE
SEX
RELIGION OR BELIEF
 PROTECT YOURSELF AGAINST DISCRIMINATION

2. Know the law

YOU MUST KNOW WHAT YOUR RIGHTS ARE AND WHAT’S CONSIDERED
DISCRIMINATION AND HARASSMENT. BY LEARNING ABOUT THE LAW THAT
PROTECTS YOU, YOU CAN IDENTIFY THE VIOLATION MADE AGAINST YOU.

3. Gather documentation

RECORD THE INCIDENT, ESPECIALLY SUBSEQUENT ONES. AS MUCH AS YOU

CAN, TAKE DOWN NOTES ON EVERYTHING ABOUT THE INCIDENT. DIGITAL
EVIDENCE SUCH AS EMAILS, VIDEOS, AND PHOTOS CAN ALSO TAKE YOU A
LONG WAY TO SUPPORT YOUR CASE.
 PROTECT YOURSELF AGAINST DISCRIMINATION

4. Report the incident to HR

FILING A FORMAL COMPLAINT ABOUT WHAT HAPPENED WILL SHOW THAT
YOU ARE SERIOUS ABOUT THE INCIDENT AND WERE OFFENDED BY THE
TREATMENT OF YOUR CO-WORKER OR SUPERVISOR.

5. Educate employees on diversity

BY HOLDING DIVERSITY TRAINING PROGRAMS, THE COMPANY CAN
PREVENT ENCOUNTERING DISCRIMINATORY CASES AS ALL EMPLOYEES
WILL KNOW HOW TO TREAT EVERYONE WITH RESPECT.
IF YOU FEEL LIKE YOU’RE BEING
DISCRIMINATED AGAINST OR
HARASSED BY YOUR
COLLEAGUES OR EMPLOYER,
WHAT CAN YOU DO TO PROTECT
YOURSELF?
 Human Resource Environment:
OPPORTUNITY AND A SAFE
WORKPLACE
REGULATION OF HUMAN RESOURCE MANAGEMENT
 EQUAL OPPORTUNITY PRINCIPLE (EOP)
IN THE HUMAN RESOURCE MANAGEMENT SYSTEMS

CSC MEMORANDUM CIRCULAR 24, S. 2016, PROGRAM

TOINSTITUTIONALIZE MERITOCRACY AND EXCELLENCE IN
HUMAN RESOURCEMANAGEMENT (PRIME-HRM) WHICH
REQUIRES THE INSTITUTIONALIZATION OF THE EQUAL
OPPORTUNITY PRINCIPLE (EOP)

FOUR (4) CORE SYSTEMS OF HUMAN RESOURCE

MANAGEMENT (HRM)

1.RECRUITMENT, SELECTON AND PLACEMENT (RSP)

2.LEARNING AND DEVELOPMENT (L&D)
3.PERFORMANCE MANAGEMENT (PM)
4.REWARDS AND RECOGNITON (R&R)
 CREATING AND MAINTAINING A SAFE WORKPLACE

ELIMINATE POTENTIAL HAZARDS

MAKE SURE ALL WORKERS ARE PROPERLY TRAINED
ENSURE WORKERS HAVE THE PROPER EQUIPMENT
PROVIDE VISUAL SAFETY AIDS AND MESSAGES
CREATE A SAFETY COMMITTEE AND HOLD
WEEKLY/MONTHLY SAFETY MEETINGS
REPORT ANY UNSAFE CONDITIONS
REWARD EMPLOYEES FOR SAFE BEHAVIOR
PARTNER WITH OCCUPATIONAL CLINICIANS.
KEEP AN OPEN DIALOGUE
PROMOTE A WORK-LIFE BALANCE
WELLNESS ACTIVITIES
 Human Resource Environment:
ANALYZING WORK AND
DESIGNING JOBS
 JOB ANALYSIS AND JOB DESIGN IN HRM

JOB DESIGN
MEANS THE PROCESS OF COMPREHENDING,
IDENTIFYING AND DECIDING THE DUTIES, ROLES,
RESPONSIBILITIES, AND OTHER SPECIFICATIONS OF A
PARTICULAR JOB PROFILE.

JOB ANALYSIS
DETERMINING THE LEVEL OF WORK EXPERIENCE,
EDUCATIONAL AND PROFESSIONAL QUALIFICATIONS,
SKILLS AS WELL AS THE EXPERTISE REQUIRED FOR A
PARTICULAR JOB PROFILE.
Human Resource Environment:
JOB ANALYSIS
 GOALS OF JOB ANALYSIS

RECRUITMENT AND SELECTION OF A CANDIDATE

COMPENSATION MANAGEMENT
ORIENTATION, TRAINING AND DEVELOPMENT
PLACEMENT & SOCIALIZATION
EMPLOYEE SAFETY AND WELFARE
PERFORMANCE AND APPRAISAL
EMPLOYEE COUNSELLING
STRATEGIC PLANNING & MANAGEMENT OF HUMAN
RESOURCES
 TOOLS OF JOB ANALYSIS

O*NET MODEL
FJA MODEL
PAQ MODEL
F-JAS MODEL
COMPETENCY MODEL
JOB SCAN
 WHAT DOES JOB ANALYSIS INCLUDE?

JOB SUMMARY
SALARY CONSIDERATIONS
DUTIES AND RESPONSIBILITIES
ZONE DEFINITION FACTORS: GENERAL KNOWLEDGE,
SKILLS, AND ABILITIES; PROBLEM-SOLVING/DECISION
MAKING; INTERACTIONS; NATURE OF SUPERVISION;
IMPACT, ETC.
MINIMUM QUALIFICATIONS
COMPLETE PHYSICAL REQUIREMENTS
Human Resource Environment:
JOB DESIGN
 GOALS OF JOB DESIGN:

HERE ARE THE MAJOR GOALS OF JOB DESIGN:

TO BOOST EMPLOYEES’ PRODUCTIVITY AND MORALE

TO ENSURE JOB SATISFACTION AND SAFEGUARD
EMPLOYEE INTERESTS
TO IDENTIFY THE PROMINENT IMPROVEMENT AREAS
FOR EMPLOYEES AND ASSIST THEM IN SKILL
DEVELOPMENT
TO FACILITATE BETTER EMPLOYEE PARTICIPATION
TO ENSURE A SAFER WORKPLACE ENVIRONMENT
MAJOR CONCEPT OF JOB DESIGN
TYPES OF JOB DESIGN
 WHY IS JOB ANALYSIS AND JOB DESIGN NEEDED?

SIMPLIFY THE HIRING AND RECRUITMENT PROCESS AS

WELL AS TRAINING IN HUMAN RESOURCE MANAGEMENT.
DIFFERENCE BETWEEN JOB ANALYSIS AND JOB DESIGN