Philippine Standard Time
2025 Research Papers
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Over the years, the creative economy has emerged to be a vital driver of economic growth globally, which currently represents approximately three percent of global gross domestic product (GDP) (UNCTAD 2022), with predictions suggesting this share could triple by 2030 (Shapiro 2024). In the Philippines, the creative economy reached Php 1.94 trillion, which contributed 7.13 percent to the country’s gross domestic product of Php 21.05 trillion and accounts for 7.51 million workers or 15.4 percent of the total employed persons in 2024 (PSA, 2025). This study was conducted primarily to gather insights on the experiences and challenges of creative industry workers, particularly those in the movie, television, broadcast, and advertising industries, and explore how to harness social dialogue mechanisms to promote workers’ welfare and rights, especially the contract and freelance workers. The study found that the passage of Republic Act No. 10395 or the Eddie Garcia Law paved the way for the progressive changes in terms of regulating the movie and TV industry. However, there are still gaps particularly on the aspect of redressing grievances and workers’ participation and representation in discussions and dialogues despite the creation of the Movie and Television Industry Tripartite Council (MTITC). While the country’s legal framework provides a good foundation for harnessing social dialogue mechanisms across different industries, workers under the contract and freelance work arrangements still experience limitations, particularly in access to safeguard mechanisms at the enterprise level. Regardless of their work arrangements and employment status, workers' rights and welfare should not be prejudiced. The study recommended the following: strengthen the existing bipartite and tripartite mechanisms in the creative industries by utilizing the workers’ guilds; expand the National Certification Program to cover the creative industry; and develop inclusive social and labor policies for creative workers, through the Creative Workers’ Welfare Committee under the Philippine Creative Industry Development Act.
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This paper explores the pathways towards a just transition for the Philippine coconut export sector focusing on Environmental, Social, and Governance (ESG) principles. The paper highlights the role of strong ESG regulations in enabling decent work and sustainability measures within coconut enterprises. Employing the ILO Framework on Just Transition, this paper selected MSME coconut enterprises recognized by the Philippine Coconut Authority (PCA) for their work in sustainability. Interviews were also conducted among partner farmers of selected enterprises. Findings revealed that while large exporters support MSMEs and farm workers through training and other initiatives, there is a lack of awareness among MSMEs about government programs for sustainability. Through just transition framework, the paper shed light on the ongoing transition process for MSMEs and their workers as they shift towards compliance with both domestic and foreign environmental regulations. The paper concludes that sustainability measures through ESG will drive a just transition in the coconut sector over the next five years, with management representatives and workers recognizing the growing importance of sustainability as a business requirement. The paper provides insights into the experiences of workers and enterprises in adopting sustainable practices and offers recommendations for policymakers to support the transition towards more sustainable, inclusive, and eco-friendly business practices.
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This paper examines the role of child care facilities in enabling women’s economic empowerment in the Philippines. With declining fertility rates and increasing labor force participation among women, this paper explores the extent to which gender-responsive child care provision enables mothers to engage in productive work and reduce the burden of unpaid care work. Anchored on a mixed-methods case study approach, this paper draws on a series of data collection activities, including guided surveys, interviews, and site visits to select child care facilities, particularly in Quezon City, Muntinlupa City, Mabalacat City, Pampanga, Iloilo City, and Davao City. Key findings highlight diverse good practices such as the move for the regularization of employment for child development workers, localized employment and income generation schemes for mothers or female clients of the facilities, and the incorporation of gender considerations into the provision of child care services. However, the provision of child care facilities most likely helped female clients in managing reproductive activities more than they were engaged in economic and income-generating activities. It documents how female clients navigate between childbearing, child rearing, and work responsibilities, putting in the equation their access to enabling mechanisms such as the child care facilities engage in for caregiving-centered routines.
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In 2024, the Institute for Labor Studies conducted a study titled, "Benchmarking of Company Practices in Labor Standards Compliance and Labor-Management Relations." The study was established in accordance with the thrust of the Philippine government to address the outcomes of the High-Level Tripartite Mission to mitigate labor and human rights violations. This initial study was intended to document company practices related to the management of labor rights risks, and to determine similar challenges that companies encounter in putting government policies related to labor into practice. The stakeholders of the Benchmarking Study were management and the Philippine Economic Zone Authority locators.
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The Philippines has made significant strides in recognizing the contributions of women and the LGBTQIA+ community in national development through legislative and policy reforms aimed at protecting their rights. However, gender disparities persist, even in workplaces, particularly in decision-making structures and processes. Labor organizations and bipartite mechanisms have been proven to be critical actors in promoting inclusive work environments, but despite this, local documentation remains limited on how these bodies facilitate gender equality within their structures and subsequently influence the formulation and implementation of broader gender-responsive company policies.
Read more: Gender And Development in Labor Organizations: Strategies and Prospects