Policy Issue
The 1987 Philippine Constitution, the 1974 Labor Code, and other relevant national and international laws embody all workers’ right to self-organization, allowing them to form, join, or assist labor organizations, either for collective bargaining or pursuing mutual aid and benefits. Initially, the practice of collective bargaining in the Philippines historically functioned as a dispute and conflict mechanism, but over time, its scope expanded to cater to emerging issues affecting workers’ health and productivity, including gender equality.
But despite these measures and enacted laws and policies to advance gender and development to support women’s rights, gender-related issues in the workplace persist, limiting women’s representation in decision-making bodies and processes. Issues that concern them have been regarded as "special issues" and frequently sidelined in favor of traditional bargaining agendas. These barriers have also hindered their access to leadership positions and to being part of the negotiating structures that may influence the agenda setting for GAD. Similarly, these challenges are experienced by LGBTQIA+ individuals due to limited data that can inform policymaking and limited legal protections.
With these, the study examines how labor organizations reinforce and complement existing labor protections under the Labor Code, particularly those relating to women and LGBTQIA+. The study’s findings aim to contribute to policymaking that further promote inclusivity in workplaces and ensure safe workplaces for all genders. Lastly, the study seeks to offer labor organizations and key stakeholders examples of how norms and systems that continue to contribute to gender inequality and subsequently lead to workers’ rights violations, and occupational health and safety hazards can be effectively challenged.