GENDER EQUALITY IN THE WORKFORCE IN MCC HOTEL

_________________________________

An Undergraduate Thesis
Presented to the Thesis Committee
North Central Mindanao College
Maranding, Lala, Lanao del Norte

_________________________________

In Partial Fulfillment of the Requirements

For the Degree of
Bachelor of Science in Social Work

_________________________________

Oppen, Klan Hennessy M.

Lumagdas, Claire

2015-2016
1

APPROVAL SHEET

This thesis entitled Gender Equality in the Workforce in MCC Hotel

prepared and submitted by Oppen, Klan Hennessy M. and Lumagdas, Claire,
in partial fulfillment of the requirements for the degree of Bachelor of Science
in Social Work has been examined and its recommended for the acceptance
and approval for oral examination.

Adviser

Date:_________________
Approved by the committee on oral examination held on ___________
at NCMC with a grade of ______________.

Panel Member

Panel Member

Chairman

ABSTRACT

Oppen, Klan Hennessy M. and Lumagdas, Claire, Bachelor of Science

in Social Work, conducted a research entitled entitled Gender Equality in the
Workforce in MCC Hotel held in Tubod, Lanao del Norte for the year 20152016.
This study investigates the employer and employees views about
gender diversity and equality in the workforce particularly in Mindanao Civic
Center. Findings show that the number of female was the largest among them
to be followed by male, then the bisexual and the transgender. There is a
positive perception of the employees to gender equality considering the
gender diversity within the workforce. The gender diversity within the
workforce has a positive effect on the productivity of the company.

-The Researchers

ACKNOWLEDGMENT

TABLE OF CONTENTS

TITLE PAGE
APPROVAL SHEET
ABSTRACT
ACKNOWLEDGMENT
TABLE OF CONTENTS
LIST OF TABLES
CHAPTER I: THE PROBLEM
Introduction
Theoretical and Conceptual Framework
Statement of the Problem
Scope and Limitation of the Study
Significance of the Study
Definition of Terms
CHAPTER II: REVIEW OF RELATED LITERATURE
CHAPTER III: METHODOLOGY
Research Design
Research Environment
Research Subjects/Respondents
Sampling Techniques
Instrumentation
Data Gathering Techniques
Statistical Treatment
CHAPTER IV: PRESENTATION, ANALYSIS AND

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3
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INTERPRETATION OF DATA
CHAPTER V:SUMMARY OF FINDINGS, CONCLUSIONS AND

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RECOMMENDATIONS
Summary of Findings
Conclusions
Recommendation
REFERNCES
APPENDICES

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22
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LIST OF TABLES
Page
Table 1. Percentage of the Respondents According to Gender
Classification
Table 2. Mean of the Perceptions of the Respondents Pertaining to

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Gender Equalities within the Workforce

Table 3. The Mean of the Perception of the Respondents on the

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Role of Gender Diversity to the Productivity of the Company

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REFERENCES

GTZ. 2010. Enhancing Competitiveness Through Gender Mainstreaming: The

Role and Status of Women and Men in MSME Development in the
Philippines. Manila.
Illo, J. F., ed. 2010. Accounting for Gender Results. A Review of the Philippine
GAD Budget Policy. Miriam College. Manila. Available at
http://pcw.gov.ph/publication/accounting-gender-results-reviewphilippine-gad-budget-policy.
McGarty, C. (2001). "Social Identity Theory does not maintain that
identification produces bias, and Self-categorization Theory does not
maintain that salience is identification: Two comments on Mummendey,
7

Klink and Brown". British Journal of Social Psychology 40 (Pt 2): 173
176. doi:10.1 348/014466601164777.PMID 11446223.
National Statistics Office. 2012. Business Process Outsourcing Activities:
PreliminaryResults. Available at http://www.census.gov
.ph/content/2010-aspbi-business-processoutsourcing-bpo-activitiespreliminary-results.
Otobe, N. 2011. Global Economic Crisis, Gender, and Employment: The
Impact and Policy Response. Employment Working Paper No. 74.
Geneva: ILO. PCW. 2012. Why Are We Pursuing Womens Economic
Empowerment? A Situation on Philippine Enterprises and Women.
Available at http://pcw.gov.ph/publication/why-arewe-pursuingwomen%E2%80%99s-economic-empowerment-situationerphilippineenterprises-and-women.
Philippines Commission on Women (PCW). 2010. The Implementing Rules
and Regulations of Republic Act No. 9710, Otherwise Known as the
Magna Carta of Women. Manila
UNDP, (2008) Fighting Climate Chage: Human Solidarity in a Divided World
from http://hdr.undp.org/sites/default/files/reports/268/hdr
_20072008_en_complete.Pdf
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World Bank. 2011a. Fostering Womens Economic Empowerment Through

Special Economic Zones. Washington, DC.
2010a. Building Modern and Effective Labour Inspection Systems. Geneva:
International Training Centre of the ILO.

APPENDICES
APPENDIX A
LETTER TO THE RESPONDENTS

APPENDIX B
QUESTIONNAIRE
Respondents No.:
Name: (Optional)_____________________________

Part I
Directions: Check the space in the box that corresponds to your gender
classification.
Male
Female
Bisexual
Transgender

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Part II
Directions: Check the space in the box that pertains to your opinions
about the gender equality within the workforce. Use the likert scale
measurement below:
5- Strongly Agreed
4- Agreed
3- Uncertain
2- Disagreed
1- Strongly Disagreed

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GENDER
EQUALITIES

5-

4-

3-

2-

1-

Strongl

Agree

Uncertai

Disagree

Strongly

Disagree

Agreed

1. There is an equal chance

of interaction to co-worker.
2. There is an equal chance
of working with the same
tasks with co-workers.
3. Make the tasks be done
immediately

with

gender-

Part III

diverse
co-workers.
Directions:
Check the space in the box that pertains to your opinions
4. Make the work more
about the role of gender diversity to the productivity of the company.
effective with the genderUse the likert scale measurement below:
diverse co-workers.
5. Evaluated equally with
5- Strongly Agreed
3- Uncertain
co-workers.
6. Given fair compensation.
42- Disagreed
7. Agreed
Given equal chance of
promotion.

1- Strongly Disagreed

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GENDER

5-

4-

3-

2-

1-

DIVERSITY ON

Strongl

Agree

Uncertai

Disagree

Strongly

PRODUCTIVITY

Disagree

Agreed

1. Poor attraction to
tourist productivity.
2. Poor competitive
compensation.
3.
Less

Job

Turnover.
4. Lesser Profitability.
5. Poor Hospitality.
6. Poor training skills
to

work

in

the

environment.
7. Has positive on
the

organizational

performance.

CURRICULUM VITAE

NAME:
HOME ADDRESS:
BIRTHDATE:
BIRTHPLACE:
AGE:
13

MOTHERS NAME:
MOTHERS OCCUPATION:
FATHERS NAME:
FATHERS OCCUPATION:
SCHOOL ATTAINMENT:
Primary:
Intermediate:
High School:
College:

CURRICULUM VITAE

NAME:
HOME ADDRESS:
BIRTHDATE:
BIRTHPLACE:
AGE:
14

MOTHERS NAME:
MOTHERS OCCUPATION:
FATHERS NAME:
FATHERS OCCUPATION:
SCHOOL ATTAINMENT:
Primary:
Intermediate:
High School:
College

15