Gender Studies Reviewer Final Term PDF

ADDITIONAL REVIEW (POINTERS): (sure na lalabas naka-yellow highlights) ​ GENDER PAY EQUITY - the principle that individuals should receive equal pay for equal work, regardless of their gender ​ INCLUSION - the practice of creating environments in which any individual or group can be...

ADDITIONAL REVIEW (POINTERS): (sure na lalabas naka-yellow highlights) ​ GENDER PAY EQUITY - the principle that individuals should receive equal pay for equal work, regardless of their gender ​ INCLUSION - the practice of creating environments in which any individual or group can be and feel welcomed, respected, supported, and valued. ​ EQUITABLE WORKPLACE - a work environment that provides fair treatment, opportunities, and advancement for all employees regardless of gender. ​ GLASS CEILING - an invisible barrier that prevents women and minorities from advancing to higher positions in the workplace. ​ WORK-LIFE BALANCE - the equilibrium between professional responsibilities and personal life, including family and leisure. ​ GENDER - the socially constructed roles, behaviors, activities, and expectations that society considers appropriate for men and women. ​ GENDER STEREOTYPES - oversimplified and widely held beliefs about characteristics, attributes, and behaviors of men and women. ​ DIVERSITY - the inclusion of individuals from a variety of backgrounds, including but not limited to different genders, ethnicities, ages, sexual orientations, and abilities. ​ ORGANIZATIONAL CULTURE - the shared values, beliefs, and practices that shape the behavior and attitudes of employees within an organization ​ STRATEGIES FOR WORK-LIFE BALANCE - approaches such as flexible work hours, remote work options, and family leave policies aimed at helping employees manage their work and personal responsibilities. ​ GENDER AND CONSUMER BEHAVIOR - the study of how gender influences the purchasing decisions, preferences, and habits of consumers. ​ GENDER-RESPONSIVE MARKETING STRATEGIES - marketing approaches that consider the different needs, preferences, and behaviors of various genders to effectively target and engage consumers. ​ HUMAN RESOURCE MANAGEMENT - the strategic approach to the effective management of people in an organization, with a focus on policies and systems that support gender equality. ​ GENDER AND ENTREPRENEURSHIP - the exploration of how gender impacts the opportunities, challenges, and experiences of individuals in starting and running their own businesses. ​ CORPORATE SOCIAL RESPONSIBILITY (CSR) - a business model in which companies integrate social and environmental concerns in their operations and interactions with stakeholders, including promoting gender equity. LAWS AND REGULATIONS (POINTERS): (sureness) ​ MAGNA CARTA FOR WOMEN (RA 9710) - promotes women’s rights in various sectors, including health, education, and employment. ​ SAFE SPACES ACT (RA 11313) - mandates the creation of safe spaces and reporting mechanisms for victims. ​ ANTI-TRAFFICKING IN PERSONS ACT OF 2003 (RA 9208) - an act to institute policies to eliminate trafficking in persons especially women and children, establishing the  necessary institutional mechanisms for the protection and support of trafficked persons, providing penalties for its violations, and for others and nation-building and for other purposes. Amended by RA 10364 also known as the Expanded Anti-Trafficking in Persons Act of 2012 ​ ANTI-SEXUAL HARASSMENT ACT of 1995 (RA 7877) - An Act Declaring Sexual Harassment Unlawful in the Employment, Education or Training Environment and for other purposes ​ ANTI-AGE DISCRIMINATION IN EMPLOYMENT ACT (RA 10911) - promote equal employment opportunities and ensure that workers are treated fairly, in terms of compensation, benefits, promotion, training, and other employment opportunities. It encourages employers to hire people based on their skills, knowledge, and qualifications, rather than their age. Module 10: Gender and Marketing Strategies 1.​ Gender Presentation in Advertising and Media a.​ Gender Representation i.​ any patterns in how men and women portray themselves on ads you see everyday. It’s not just about who is in the ad, but how they are shown. ii.​ It is not only concerned with the sex of the bodies, but also focuses on the “what” of representation and examines representatives' acts and claims using a gendered lens b.​ Traditional Roles: For a long time, ads often presented men as strong and powerful, while women were shown as nurturing and domestic. Think of cleaning products, cooking shows, or even car commercials. They sometimes reinforced traditional gender roles. c.​ Changing Landscape: We see more diverse representation of men and women in ads now, including roles that challenge stereotypes. Ads might show women as strong leaders, or men expressing emotional vulnerability. Gender Stereotypes - A generalized view or preconception about attributes or characteristics, or the roles that are or ought to be possessed by, or performed by, women and men. d.​ Why It Matters: The way brands portray gender impacts how we perceive ourselves and the world around us. Ads can reinforce stereotypes or challenge them. As marketers, we need to be aware of how our choices shape public perception. 2.​ Gender-Sensitive Marketing Campaigns a.​ Key things to consider to create marketing campaigns that are inclusive and respectful for all genders:  i.​ Avoid Stereotyping - Don't rely on tired clichés about men and women. Instead, focus on real people with diverse experiences and perspectives. ii.​ Target Carefully - Understand the needs and preferences of different gender groups. For example, a campaign for skincare products might tailor its message differently to men than to women. iii.​ Diversity and Inclusivity - Feature a wide range of genders, ethnicities, ages, and abilities in your ads. This shows your brand is open and welcoming to everyone. iv.​ Language and Tone - Be mindful of language that could be perceived as sexist or offensive. Use inclusive language and avoid gendered assumptions. Remember: Being gender-sensitive in marketing isn't just about doing the "right thing," it's also smart business! Consumers are more likely to connect with brands that represent their values and respect their individuality. Module 11: Gender and Supply Chain Management 1.​ Gender Disparities in Supply Chains Gender Disparities - a statistical difference (often referred to as “gaps”) between men and women, boys and girls that reflect an inequality in some quantity. a.​ Unequal Opportunities - Women are often underrepresented in leadership positions, especially in manufacturing and logistics. They might face fewer opportunities for training and advancement, which limits their earning potential. b.​ Wage Gaps - Even when women are in similar roles, they may earn less than men. This wage gap is a global issue, and it means women and their families have less financial security. c.​ Safety Concerns - Women in certain supply chain roles, like those working in factories or on farms, may face higher risks of harassment, violence, or unsafe working conditions. 2.​ Ethical Sourcing and Gender Equality Ethical Sourcing - ensures suppliers and vendors meet certain ethical standards, such as upholding fair labor practices, making a positive social impact and practicing environmental sustainability. a.​ How do we address these gender disparities? One crucial answer is ethical sourcing. This means companies are mindful of the social and environmental impacts of their supply chains.  i.​ Fair Wages - Ethical sourcing means companies pay their workers, both men and women, fair wages that allow them to live a decent life. ii.​ Safe Working Conditions - It also means ensuring safe and healthy workplaces for everyone, regardless of gender. iii.​ Equal Opportunities - Ethical sourcing encourages companies to promote women into leadership roles and provide equal training and development opportunities. 3.​ Supplier Diversity and Inclusion Initiatives Supplier Diversity -​ companies can also work with companies that are owned and operated by women. It's not just about being fair, it's good business. -​ focused on facilitating the growth and development of businesses in our supply chain network that involves using suppliers that are owned and operated by underrepresented groups; promoting equity and inclusion across our entire portfolio of supply chain business partners and driving economic growth in the communities. i.​ Innovation - Working with diverse suppliers means tapping into new ideas and perspectives, which can lead to better products and more efficient processes. ii.​ Community Impact - Supporting women-owned businesses helps to create economic opportunities and strengthen communities. iii.​ Ethical Practices - Working with diverse suppliers allows companies to demonstrate their commitment to ethical and inclusive practices. The Bottom Line: By addressing gender disparities in supply chains, we can create a more equitable and sustainable world. Ethical sourcing, supplier diversity, and fair treatment of all workers are essential steps in achieving this goal. Module 12: Gender and Business Ethics 1.​ Gender Perspective in Ethical Decision-Making: It’s Not Just About Men Gender Perspective - focuses particularly on gender-based differences in status and power, and considers how such discrimination shapes the immediate needs, as well as the long-term interests, of women and men. Ethical decision-making -​ means recognizing that men, women, and gender-diverse people have different experiences and needs.  -​ a cognitive process where people consider ethical rules, principles or guidelines when making decisions, recognizing that men, women, and gender-diverse people have different experiences and needs. a.​ Key Questions: i.​ How can we make sure our products and services are designed to meet the needs of a diverse customer base, including women and gender-diverse individuals? ii.​ How can we ensure that our marketing and advertising strategies are not reinforcing harmful gender stereotypes? iii.​ How can we create company policies that are fair and equitable for all employees, regardless of gender? 2.​ Addressing Gender-Based Discrimination and Harassment: Creating a Workplace Where Everyone Feels Safe a.​ No one should have to face discrimination or harassment based on their gender. But unfortunately, it still happens in many workplaces. We need to create a culture where everyone feels safe and respected, where they can thrive and reach their full potential. b.​ Key Questions: i.​ What are some examples of gender-based discrimination and harassment in the workplace? ii.​ How can we create a workplace culture that values respect and equality for all? iii.​ What steps can companies take to prevent and address gender-based discrimination and harassment? iv.​ What resources are available to employees who experience discrimination or harassment? 3.​ Gender Considerations in Corporate Governance: It’s Not Just About the Bottom Line Gender Considerations - it helps to understand how social norms and power structures affect the lives and opportunities of different groups of people. a.​ The people on a company's board of directors have a huge impact on how the company is run. It's important to have a diverse board, with women and gender-diverse individuals represented, to ensure ethical leadership and decision-making. b.​ Key Questions: i.​ Why is gender diversity important in corporate governance? ii.​ How can companies promote gender diversity on their boards of directors?  iii.​ How can we ensure that women and gender-diverse individuals have a strong voice in corporate decision-making? iv.​ What are the benefits of having a more balanced boardroom? Module 13: Gender and International Business 1.​ Gender Disparities in Global Business Contexts: It's Not the Same Everywhere a.​ In some places, women have more opportunities than men, while in others, they face significant barriers. b.​ Key Questions: i.​ What are some of the ways that gender roles and expectations differ across cultures? ii.​ How can these differences impact business practices, such as hiring, leadership, and negotiation styles? iii.​ How can we be aware of and sensitive to these differences when working in global contexts? c.​ Gender Disparities in Global Business Contexts: i.​ Women in Leadership Roles - In some countries, like the United States, there's a growing movement to increase the number of women in leadership positions in business. However, in other countries, like Saudi Arabia, women may face significant barriers to leadership due to cultural norms and legal restrictions. ii.​ Access to Education and Training - In many developing countries, women may have limited access to education and training compared to men. This can impact their opportunities for career advancement and economic participation. iii.​ Wage Gaps - Even in countries where women are in the workforce, there can be significant wage gaps between men and women. This can be due to factors like discrimination, lack of access to high-paying jobs, and societal expectations. 2.​ Cross-Cultural Perspectives on Gender and Business Practices: Understanding the Nuances a.​ Understanding cultural differences around gender is key to i.​ Cross-Cultural Perspectives on Gender and Business Practices: 1.​ Negotiation Styles - In some cultures, negotiation is direct and assertive, while in others, it is more indirect and relationship focused. Understanding these differences can be crucial for success in international business. 2.​ Gendered Expectations in the Workplace - In some cultures, there might be strong expectations about the roles and responsibilities of men and women in the workplace. For  example, women may be expected to take on more traditional roles, while men may be expected to take on leadership positions. 3.​ Communication Styles - Cultural norms can influence communication styles, including the use of body language, directness, and formality. Being aware of these differences can help to avoid misunderstandings and foster better relationships. Gender Mainstreaming - is an approach to policy-making that takes into account both women's and men's interests and concerns. It is a strategy that integrates gender equality into policies, programs, and projects at every level. Module 14: Gender and Financial Management ​ “Money matters”, but, Did you know that how we manage our finances can be influenced by our gender? 1.​ The Money Talk: Gender Differences in Financial Decision-Making a.​ woman who has faced challenges saving for retirement due to factors like lower wages, career interruptions, and societal expectations to prioritize family needs. b.​ How could a more equitable financial system address these challenges? i.​ Real-World Example: A study by the Center for Financial Literacy found that women are more likely than men to prioritize saving for retirement. However, they also face significant challenges in reaching their retirement goals, such as lower wages, career breaks, and societal expectations to prioritize family needs. This illustrates how gendered norms and experiences influence financial decision-making. 2.​ Making Finance Work for Everyone: Gender Responsive Financial Services and Products a.​ Some financial products or services are designed specifically for women, like microloans for female entrepreneurs, savings accounts with built-in financial education programs, or insurance products tailored to the needs of women. What are their strengths and limitations? b.​ Real-World Example: Kiva is a non-profit organization that offers microloans to entrepreneurs around the world. They have a specific focus on supporting women-owned businesses. By providing access to capital and training, Kiva empowers women entrepreneurs to grow their businesses and contribute to their communities. This is an example of a financial service designed to address the specific needs of women. 3.​ Investing in a Better World: Gender Lens Investing and Impact Investing a.​ A number of successful impact investments specifically focusing on gender equality, like a company that invests in women-owned businesses or a fund that  supports girls' education in developing countries. Let us tackle the impact of this investment. b.​ Real-World Example: The Women's World Banking Asset Management (WWBAM) is an impact investing fund that specifically focuses on businesses owned and led by women in emerging markets. They provide capital and support to help these businesses grow and create jobs. By investing in women-owned businesses, WWBAM promotes gender equality and economic empowerment, generating positive social and financial returns Gender Lens Investing - a strategy or approach to investing that takes into consideration gender-based factors across the investment process to advance gender equality and better inform investment decisions. Module 15: Gender and Innovation in Business ​ “A role should not be boxed into a specific gender… We should welcome diversity and not be blinded by stereotypes set by society” -Kristine Claire E. Ongcangco Gender and Innovation in Business ​ refers to the intersection of gender dynamics and innovative practices within business organization. ​ It explores how gender influences: a.​ Entrepreneurship and Business Leadership b.​ Innovation Strategies and Decision-Making c.​ Product Development and Design d.​ Workplace Culture and Diversification Gender Disparities in Entrepreneurship: ​ Women face barriers in accessing funding, networks, and resources ​ Women-led businesses tend to focus on social and environmental impact ​ Men dominate venture capital and entrepreneurial networks ​ LGBTQIA+ Individuals - Discrimination and Stigma ​ Persons with Disabilities (PWD) - Accessibility issues and stereotypes biases ​ Senior Citizens - Ageism and Technology Barriers Innovation and Gender Differences 1.​ Approaches to Innovation a.​ Linear vs. Holistic Thinking ​ Men often employ a more linear, step-by-step approach to problem solving ​ Linear Thinking (analytical thinking) - this approach is more logical and rational, and focuses on parts separately from the whole.  ​ Women may use holistic thinking, considering the broader context and interconnections. ​ Holistic Thinking - this approach considers the whole and the relationships between parts, and lends itself to flexibility, with a tolerance for contradiction and paradox. 2.​ Diversity in Teams a.​ The combination of different perspectives and problem-solving styles fosters creativity and enhances idea generation. 3.​ Unique Perspectives a.​ Women bring unique perspectives, improving product design and market understanding Gender Bias in Business 1.​ Unconscious bias affects hiring, promotion, and funding decisions 2.​ Stereotypes limit women’s access to leadership and technical roles 3.​ Gender-inclusive policies and training can mitigate bias ○​ Diversity and Inclusion Framework ○​ Unconscious Bias Training ○​ Flexible Work Policies ○​ Mentorship and Sponsorship Programs ○​ Employee Resource Groups (ERGs) ○​ Regular Assessments and Feedback Best Practices for Promoting Gender and Innovation 1.​ Encourages diverse teams and leadership 2.​ Implement inclusive policies and trainings 3.​ Provide resources and mentorship for women entrepreneurs 4.​ Foster a culture of experimentation and learning 5.​ Celebrate diverse role models and success stories Perks of Gender and Innovation 1.​ Boost Creativity and Innovation 2.​ Improves Product Development and Marketing Understanding 3.​ Level-Up Business Performance 4.​ Match Customer Needs 5.​ Inclusive Workplace = Happy Workplace 6.​ Sharpens Decision-Making and Reduces Groupthink ​ Why Does It Matters? ○​ Embracing gender diversity and innovation drives growth, creativity and positive impact Module 16: Gender and Business Law ​ “Achieving gender equality requires the engagement of women and men, girls and boys. It is everyone’s responsibility” -Ban Ki-Moon Gender Equality Laws and Regulations ​ MAGNA CARTA OF WOMEN (RA 9710) - promotes women’s rights in various sectors, including health, education, and employment. ○​ Republic Act 9710 guarantees the following rights of women in the marginalised sectors: ​ Food security and resources for food production ​ Localized, accessible, secure, and affordable housing ​ Skills Training ​ Decent work standards ​ Representation and participation ​ Access to Information ​ Employment, livelihood, credit, capital, and technology ​ SAFE SPACES ACT (RA 11313) - mandates the creation of safe spaces and reporting mechanisms for victims. ○​ (Bawal Bastos Law) covers all forms of Gender-based Sexual Harassment (GBSH) committed in public spaces, educational or training institutions, workplaces, and online spaces. Mandates the creation of safe spaces and reporting mechanisms for victims. ​ REPUBLIC ACT NO. 6725 - An act strengthening the prohibition on discrimination against women with respect to terms and conditions of employment, Amending for this purpose Art. 135 of Labor Code ​ ANTI-TRAFFICKING IN PERSONS ACT OF 2003 (RA 9208) - an act to institute policies to eliminate trafficking in persons especially women and children, establishing the  necessary institutional mechanisms for the protection and support of trafficked persons, providing penalties for its violations, and for others and nation-building and for other purposes. Amended by RA 10364 also known as the Expanded Anti-Trafficking in Persons Act of 2012 Constitutional Provision ​ ARTICLE XIII, SECTION 1: ENSURES EQUAL RIGHTS FOR MEN AND WOMEN ○​ “The state recognizes the role of women in nation-building, and shall ensure the fundamental equality before the law of women and men.” ​ ARTICLE XIII, SECTION 14: PROMOTES WOMEN’S PARTICIPATION IN THE ECONOMY ○​ “The state shall promote the rights of workers and promote their welfare. It shall also promote the rights of women to participate in the economic and social life of the nation.” Gender Considerations in Employment Law and Workplace Policies ​ EQUAL EMPLOYMENT OPPORTUNITY POLICY - guidelines ensuring fair treatment and promoting diversity by prohibiting discrimination based on race, gender, age, religion, or disability. ​ PARENTAL LEAVE (MATERNITY & PATERNITY LEAVE) - parental leave for bonding with a newborn or newly adopted child, including maternity leave for mothers and paternity leave for fathers or partners. ​ SALARIES AND BENEFITS POLICY - a policy ensuring equal pay and benefits for equal work, eliminating disparities based on gender, race, or other characteristics. ​ SEXUAL HARASSMENT & WORKPLACE GENDER-BASED VIOLENCE POLICY - a policy that ensures a safe and respectful work environment by preventing and addressing sexual harassment and gender-based violence. ​ ANTI-DISCRIMINATION POLICY - this policy is to prevent discrimination based on gender, race, age, sexual orientation, disability, and other protected characteristics ​ RECRUITING AND HIRING POLICY - outlines the organization’s approach to attracting, selecting, and hiring candidates. It emphasizes fair and equitable practices to ensure a diverse candidate pool. ​ GRIEVANCE AND COMPLAINTS MECHANISM - provides employees with a structured process to report issues, including discrimination, harassment, or other workplace concerns. ​ ANTI-AGE DISCRIMINATION IN EMPLOYMENT ACT (RA 10911) - promote equal employment opportunities and ensure that workers are treated fairly, in terms of compensation, benefits, promotion, training, and other employment opportunities. It encourages employers to hire people based on their skills, knowledge, and qualifications, rather than their age. ​ ANTI-SEXUAL HARASSMENT ACT of 1995 (RA 7877) ○​ Sexual favors are demanded as a condition for hiring, re-employment, or continued employment. ○​ These favors may influence compensation, terms, promotions, or privileges granted to the individual. ○​ Refusal to grant these favors could lead to negative repercussions for the employee. ○​ These behaviors create an intimidating, hostile, or offensive work environment for the employee. ○​ Employers are legally obligated to prevent sexual harassment and outline procedures for addressing it.