I. Background of the Study

Women empowerment has been an advocacy of many government and

non-government agencies, groups, and individuals for many years

now. And for the past decade, Filipinas have enjoyed equal rights

with men especially in the field of labor.

In the 80’s, women started to change its image as household

caretakers to income co-generators. Filipinas started to enter

the labor market, especially in the field of business. Due to

this change, the researchers decided to have an extensive look on

the labor supply of women, specifically the employment rate.

Also, the researchers wanted to look into the occupations or

careers where women are employed at. In this specific study,

major occupation groups distinguished by the Department of Labor

and Employment (DOLE) were used as bases. This is to see the

trend on the career change of women.

This study will focus on changes in the employment rate of

women in Region III, according to major occupation groups.

Page | 1

II. Significance of the Study

This comparative women employment rate study could provide

information on how different factors affect the employment rate

of women in Region III. Further this study would also review on

the employment rate of women in the area, particularly according

to major occupation groups. This study can provide considerable

information for the government about the economic health of a

particular province/ city.

This would be useful to the Department of Labor and Employment

DOLE), as they will be able to see the trends and thus understand

how the employment rate of women varies over the years according

to the major working sectors. They will also be able to see

career trend shifts in region III observed through years 1996 to

2013. The study wishes to implement that the increase in the

number of females in the labor market may not mean an increase in

employment rate as the number of employed men might have

increased too. The findings of this study may help women, in

particular, see what major occupation group is in demand for

women. Thos could create awareness, which could bring word to the

Page | 2

government, who could help make a way so that women can venture

and take hold of these opportunities.

The study is important to our understanding of the world

because it will help us see whether female advocacies or female

movement has been able to help increase female labor force in

Region III in various major work groups. What new perspective

will you bring to the topic? Needs data #Jeron. The findings

would be useful particularly to DOLE, the government, women,

employees and future researchers in the region.

III. Statement of the Problem

In general and theoretically, labor force, number of employed,

and employment rate have relationship with each other. In this

study, the researchers want to have a view on how females in

region III have performed in the labor market from 1996 to 2013.

Specific problems

1) Did the labor force of females in region III increased?

2) Have the number of employed females increased in region III?

Page | 3

3) How did the employment rate change across the years?

4) What are the possible factors that might have affected

sudden increase or decrease in the employment rate?

5) What major occupation group has the most number of employed

females?

IV. Objectives

1) To be able to understand how female employment rate changes

along with the female labor force.

2) To know if there is an improvement on the employment of

females in region 3

3) To observe which sectors appeals to the females

4) To suggest ways on how to further increase participation of

women in the labor force

5) To find out the condition of women employment based on major

occupation groups over the past years.

V. Review of Related Literature

Page | 4

According to Philippines: A Country Study, women have always enjoyed

greater equality in Philippine society than was common in other

Southeast Asia. The study also suggests that in the early 1990s,

women were found in more than a proportionate share of many

professions even top positions usually dominated by men. However,

even though women were eligible for top positions, these

positions are usually obtained by men. The reason for this could

be that employed women carry a double burden as they were

expected to do household tasks (Dolan, 1991). The article

supported the hypothesis that there is a significant change in

female employment among the distinct occupation sectors.

The current study suggests that in 1990, women represent only

159 of 982 career top executive positions in the civil service,

while 15% of top-level positions in the public sector were held

by women (Dolan, 1991). These could be caused by employers not

hiring women in top positions to avoid absences or leave due to

the period during pregnancy wherein women have to take maternal

leave.

Page | 5

According to Asuncion (2008) as quoted by Domingo-Cabarrubias

(2012a), married women usually resign from their company after

reporting for work for a few weeks due to the demand of work at

home and in the company. This article could prove why women tend

to choose to work for lower paid jobs as these jobs would require

less time. Domingo-Cabarrubias (2012b) also suggests that

according to women’s account and judging from men’s narration,

the male spouses do not have any problem about sharing housework

with their spouses. This could be relevant to the study as it

would help to ease the burden of working women causing the

increase in women’s labor participation rate.

Lastly, based on the data gathered by the Philippine

Statistics Office, in 2012, 36% of the population was not in the

labor force, and 45.4% of these belong to the age group 15 to 24

years old. While in 2013, 69.1% of those who are not in the labor

force were women, and 46% of those belonged to the age group 15

to 24 years like the previous year. This could be caused by women

choosing to settle down instead of working. This could help prove

the discrepancies in the occupation sectors.

Page | 6

Taken together, women in the Philippines experience greater

equality than women in other countries, and they are more

eligible for higher positions. However, they tend to choose lower

rate jobs that require less time to focus on household task. It

is also shown that women age 15 to 24 were not part of the labor

force (Dolan, 1991; Domingo-Cabarrubias2012a;PSO). It is

important to know why women choose to work in a certain sector

for it will help the researchers to explain the trend of women’s

employment rate in Region III. Further studies on women’s

employment should be done especially on the reason for their

employment and unemployment, and why they choose to work for low-

position jobs.

VI. Research Design

For the completion of this study, the researchers used

qualitative and quantitative approach. Quantitative approach was

used to compute for the employment rate of females, and the

percentage of females employed in each major occupation group.

Also, simple mathematics was used in the analysis, whether the

Page | 7

employment has increased or decreased. Qualitative approach,

which was used in the most part of the paper, was used to define

the related concepts and discussions in the study. Research

instruments used in the data gathering are as follows:

Data gathering - the researchers made an extensive research

on the Philippine Statistics Office (PSA), formerly known as

the National Statistics Office, located at SACOP San

Fernando (P). The numbers used in the study were taken from

the yearbooks published by the PSA.

Interview – a simple interview was made with one of the

heads in the Department of Labor and Employment (DOLE)

Regional Office. The interview was candid and very short,

since it was unexpected.

VII. Scope and limitations

This study was conducted to have a clear view on the

employment of females in region III. the study is limited to the

females employed within Region III, in the years 1996 – 2013. The

researchers were able to get information on the total number of

Page | 8

employed females, with the use of the number of females in every

major occupation groups (data presented in appendix). Also, due

to time constraint, and limited data available, the researchers

made a way to get the employment rate of females only, in region

III, by using simple mathematics. Other limitations in the study

includes limited information regarding the economic and political

state of region III, which may have affected the employment

status of females in the said region.

VIII. Data presentation

Changes and trend in the employment rate of females in Region

III is the main concern of the researchers of the study. To be

able to analyze this topic clearly, tables and graphs were

constructed. On the next pages, summaries of tables are

presented. Specific tables for each year are presented on the

appendix.

In table 1, summary of the labor force of females and the

employment rates are shown. Labor force of females in Region III

is readily available. Employment rate was calculated by dividing

Page | 9

the total number of employed females over the total labor force

of women in Region III. Along with this table are figures 1, 2

and 3. Figure 1 shows the graphical representation of the labor

force of females in region III, from years 1996 to 2013. Figure 2

is a graphical representation of the total number of employed

females in region III per year. While figure 3 shows the

graphical representation of the change in employment rates of

females in region III, years 1996 to 2013.

Page | 10

Page | 11

TABLE 1: SUMMARY OF NUMBER OF EMPLOYED FEMALES, LABOR FORCE AND EMPLOYMENT RATE OFFEMALES; REGION III, YEARS 1996 -2013

YEAR Labor Force ofFemales

Number ofEmployedFemales

Employment Rate ofFemales

1996 925 832 89.95%1997 952 866 90.97%1998 1040 925 88.94%1999 1094 989 90.40%2000 1054 915 86.81%2001 1198 1067 89.07%2002 1228 1084 88.27%2003 1233 1098 89.05%2004 1255 1091 86.85%2005 1325 1196 90.26%2006 1305 1196 91.65%2007 1294 1191 92.04%2008 1348 1244 92.28%2009 1462 1347 92.13%2010 1501 1442 96.07%2011 1592 1397 87.75%2012 1654 1450 87.67%2013 1673 1527 91.27%

Page | 12

FIGURE 1: GRAPH OF THE LABOR FORCE OF FEMALES; REGION III, 1996 - 2013

1996

1998

2000

2002

2004

2006

2008

2010

2012

- 200 400 600 800

1,000 1,200 1,400 1,600 1,800

Labor Force (in thousands)

Labor Force (in thousands)

Number (in thousands)

Page | 13

FIGURE 2: GRAPH OF THE NUMBER OF EMPLOYED FEMALES; REGION III, 1996 - 2013

1996

1997

1998

1999

2000

2001

2002

2003

2004

2005

2006

2007

2008

2009

2010

2011

2012

2013

Year

020040060080010001200140016001800

Number of employed

Number of employed

Page | 14

FIGURE 3: GRAPH OF THE EMPLOYMENT RATES OF FEMALES; REGION III, 1996 - 2013

1996

1997

1998

1999

2000

2001

2002

2003

2004

2005

2006

2007

2008

2009

2010

2011

2012

2013

Year

82.00%

84.00%

86.00%

88.00%

90.00%

92.00%

94.00%

96.00%

98.00%Employment Rate

Employment Rate

These three data shows the trend in the labor force, number of employed and employment rate

of females for 18 years. It can be observed that in general, the number of employed females is

increasing; the same is for the labor force. but for the employment rate, it is quite unstable.

In table 2, the summary of the number of employed females per year, in every major

occupation group was shown. While in table 3, the percentages of the employed females in every

major occupation group, per year, were shown. The percentages were computed by dividing the

number of employed females to the total labor force of females in region III (see computation on

appendix). This was made so that the researchers would be able to see the percentage of women

employed in each major occupation group. The computed ratios can be used in the analysis of what

major occupation group does the majority of females in region III are most employed in. Observe

that years 1999 to 200 were group differently from the rest of the years. The reason for this is

that, in those years, the government, specifically DOLE, has set a different division. For years

2000 and beyond, there were only eight major occupation groups namely: professional, technical,

Page | 15

and related workers; administrative, executive and managerial workers; clerical workers; sales

workers; service workers; agricultural, animal husbandry, and forestry workers, fishermen and

hunters; production and related workers, transportation equipment operators, and laborers; other

or special occupations. While for the years 2001 to 2013 (up to the present time), the division

of the groups became ten. These are as follows: officials of government, and special interest

organizations, corporate executives, managers, managing proprietors, and supervisors;

professionals; technicians and associate professionals; clerks; service workers and shop and

market sales workers; farmers, forestry workers and fishermen; trades and related workers; plant

and machine operators and assemblers; laborers and unskilled workers; special occupations.

There were no recorded reasons on why did the divisions on the major occupation groups were

changed. However, the researchers thought that it is because of the new century. Also, many jobs

have changed their descriptions, and females started to join the jobs that they don’t enter

before.

Page | 16

YEARMajor Occupation Groups 1996 1997 1998 1999 2000Professional, Technical, and Related Workers

85 93 104 109 99

Administrative, Executive and Managerial Workers

13 11 14 16 14

Clerical Workers 68 84 82 89 83Sales Workers 271 271 292 301 299Service Workers 143 142 164 173 176Agricultural, Animanl Husbandry and Forestry Workers, fishermen and Hunters

96 110 96 117 93

Production and Realted workers, Transport Equipment Operators and Laborers

153 154 173 180 151

Special Occupations 4 1 4 -Total 832 866 925 989 915

Page | 17

TABLE 2: SUMMARY OF THE NUMBER OF FEMALES EMPLOYED IN EACH MAJOR OCCUPATION GROUP;REGION III, YEARS 1996 - 2013

(Table 2 cont’d)

Major Occupation Groups 2001 2002 2003

2004 2005

2006 2007 2008

2009

2010

2011

2012 2013

Official of Government, and Special-Interest Organizations, CorporateExecutives, Managers, Managing Proprietors, and Supervisors

170 192 227 187 222 207 225 241 256 300 233 307 337

Professionals 82 82 86 96 88 111 129 121 108 134 125 142 148Technicians and Associate Professionals

34 36 35 43 44 49 45 48 58 48 50 45 58

Clerks 110 102 98 96 99 109 107 126 147 171 167 148 153Service Workers and Shopand Market Sales Workers

146 144 176 163 215 227 193 225 248 259 265 256 281

Farmers, Forestry Workers and Fishermen

51 57 35 30 29 21 19 24 20 22 25 12 12

Page | 18

Trades and Related Workers

119 134 104 106 116 97 102 97 71 79 77 67 78

Plant and Machine Operators and Assemblers

17 17 33 24 21 27 27 24 27 14 20 28 14

Laborers and Unskilled Workers

338 317 303 341 360 347 343 336 409 415 429 442 446

Special Occupations 1 2 1 4 2 1 1 2 3 6 3TOTAL 1,06

71,084

1,098

1091 1,196

1,196

1,191

1,244

1,347

1,442

1,397

1,450

1,527

Page | 19

FIGURE 4: GRAPH OF THE NUMBER OF EMPLOYED FEMALES UNDER EACH MAJOR OCCUPATIONGROUP, PER YEAR; REGION III, YEARS 1996 - 2000

1996 1997 1998 1999 2000YEAR

0

50

100

150

200

250

300

350

Professional, Technical, and Related WorkersAdministrative, Executive and Managerial WorkersClerical WorkersSales Workers Service WorkersAgricultural, Animanl Husbandry and Forestry Workers, fishermen and HuntersProduction and Realted workers, Transport Equipment Operators and LaborersSpecial Occupations

Page | 20

Page | 212001

2002

2003

2004

2005

2006

2007

2008

2009

2010

2011

2012

2013

YEAR

-

50

100

150

200

250

300

350

400

450

500

Official of Government, and Special-Interest Organizations, Corporate Executives, Managers, Managing Proprietors, and Supervisors

Professionals

Technicians and Associate Professionals

Clerks

Service Workers and Shop and Market Sales Workers

Farmers, Forestry Workers and Fishermen

Trades and Related Workers Plant and Machine Operators and Assemblers

Laborers and Unskilled Workers Special Occupations

In 1997, females employed under the professional,

technical, and related workers, clerical workers,

agricultural, animal husbandry, and forestry workers,

fishermen and hunters groups have increased. However,

employed females under the other groups have decreased. The

good thing is, the decrease in the employment under some

groups didn’t directly affect the total employment rate of

females in the 1997. With a 1.47% increase, clerical workers

group has the highest positive change in 1997; while the

highest negative change is under the sales workers group,

with a -1.83% change. This may indicate that females in

region III have started to shift from sales to the other

groups like the clerical workers group. The total number of

employed of females has increased by 34 employees, while the

employment rate has increased by 1.02%. The increase may

have been brought by the graduates of 1997 that entered the

labor market, and were lucky to be employed.

In 1998, more females have started to enter the labor

market. Only three out of the eight major occupation groups

have recorded a negative change. More females have been Page | 22

employed under the sales worker group. The said group has

increased by 22 employees. On the other hand, more females

shifted from the agri worker group. The decrease in

employees under the agri, special, and clerical worker

groups, might be an effect of the career shift of females.

Since more females are being accepted in the business and

professional world, lot females try their luck in entering

those work groups. Labor force for this year has

significantly increased, as well as the number of employed.

However, the increase in the number of employed females was

not enough to keep the employment rate of females in its

state during 1997. Employment rate has decreased by 2.03%,

from 90.97% in 1997 to only 88.94% in 1998. This means that

the unemployment rate of females has increased.

In the year 1999, female employment rate in Pampanga

has improved. Unlike last year, the growth in the female

labor force and number of employed females helped to

increase the employment rate of females in region III. From

88.94 in 19998, it became 90.40% in 1999, a 1.46% increase.

Another good thing is that, none of the major occupation Page | 23

groups have decreased its number of employees. But for this

year, more females have entered the agri worker group. This

may be because of the females who graduated with the related

course. Also, note that in 1999, the country’s government

has faced a controversial issue. This might have affected

the confidence of females to enter other work groups.

The country’s administration in 2000 has changed, from

the Estrada administration, ex-president GMA took the

highest chair in the Philippines. During this year, the

whole country has faced problems including the problem in

employment. In region III, the labor force, number of

employed, and employment rate fell. All major occupation

groups have recorded a negative change, except for sales

workers group. In the same year, region III has recorded it

lowest employment rate. The political issue in the

Philippnes might have affected the employment status of

region III.

In 2001, region III, especially Pampanga, became a nit

confident in terms of it economic status. This is because

Page | 24

the president of the country is from Pampanga. Expectations

of people did not fail, because the employment status on

region III improved. Labor forced increases, which may be

the effect of more job openings in the region. Also, number

of employed had significantly increased by 152 females. And

as a result, employment rate has increased by 2.26%, which

is a good indicator that the female labor market is

improving.

Year 2002 has the same situation as the year 1998.

Labor and the number of employed females has increased, but

the employment rate has decreased. It means that more

females have entered the labor market, but only a few got

jobs. The reason may be lack of job available for females.

It is also in this year that the employed females under the

trades worker group has the highest number.

In 2003, the improvement on the employment continues to

improve. Although some of the occupation groups have

decreased, most of the groups have increased in number of

employed females, making the total number of employed

Page | 25

females higher than it was in 2002. The highest improvement

on the number of employed females was recorded under the

officials of government (…) workers group, which increased

by 2.77%. the farmers (…) worker group, this year, started

to slowly decrease. Laborers and unskilled worker group

still has the highest share in the employment rate of

females, with 24.57% of the total employment rate in 2003.

Special occupations group is consistently the lowest.

Two thousand four marked a mark down in the employment

status of region III. more females have entered the labor

force, but fewer got jobs, making the employment go down for

the second time in the Arroyo administration. Recall that in

the same year, Philippines had its national elections. This

might have affected the employment status in region III. It

can observed that the number of employed under the

government officials (…) group has significantly decreased

by 40 employees or 3.51%. Number of employed females

decreased by 7 females, while employment rate decreased by

2.2%.

Page | 26

After the 2004 elections, employment status in region

III has continued to increase. The start of this series of

increase in employment rate is 2005. More females have

entered the labor force, and more got jobs. Thus, making the

employment rate higher than it was in 2004. Almost all of

the major occupation groups have increased. The number of

employed females under the government officials group has

increased by 18.71 %. Laborers and skilled workers group

still has the highest share in the total employment rate in

Region III.

For the year 2005,

IX. Summary

Labor force

Based on the given data, the labour force of women in

Region III has an upward trend. Labour force of women from

1996 to 1999 increased. By the start of the new

millennia,women’s labour force decreased compared to the

previous year. From 2001 to 2005, labour forceincreased

Page | 27

again, but declined in 2006 & 2007. By 2008, the labour

force of women increases until 2013 with the exception of

2011, where it decreased compared to the previous years.

The upward trend could be caused by the increasing job

opportunities for women, and the increasing number of women

receiving academic trainings. Women in 1996-2013 received

more job opportunities than their predecessors as the

country is improving in closing the gap between men and

women in the labour market. One of reasons in the increase

of women’s labour force is that women are feeling more

secured in the working because of the laws being passed for

their protection like the Anti-Sexual Harassment Act No.

7887 that provides protection of workers against sexual

harassments.

Number of employed females

Based from the data acquired by the researchers, the

total number of employed women in Region III from 1996 to

1999 increased; however, it suddenly went down in the year

2000. In 2001-2003, it went up again and slightly decreased

Page | 28

in 2004. In 2005, it rose but remained the same up to 2006.

It went down by 2007 and increased once again from 2008-

2010. Lastly, it declined in 2011 and increased again in

2013. Overall, the number of employed women in Region III

follows an upward trend even though there are some

fluctuations in some years. This may due to increasing

employment opportunities for women and the continuous

persuasion of equality between men and women in the country.

Employment rate

As seen from the graph based from the values of

employment rate of females in Region III, it was obviously

fluctuating. In 1996-1997, it increased. Then, in 1998, it

decreased. It increased again in 1999, and then made a

sudden fall in the year 2000. It got back on track and

increased in 2001, declined a little in 2002, increased

again in 2003, decreased by 2004 and then gradually

increased from 2005 to 2008. It declined again a bit in

2009, made a sudden increase in 2010, but abruptly fell in

the year 2011. This may be because of all the natural

Page | 29

calamities that happened in the Philippines, which was the

reason why it was known to be the world’s most disaster-hit

country in 2011. In 2012, It decreased a little and again

increased in 2013.

X. Conclusion

High employment rate doesn’t mean high labor force and

number of employed females. Employment rate is not a good

measure of how good the labor market status is. It only

measures the percentage of people who have jobs. Based on

the analysis, there are years that employment rate decreases

from the preceding year, but the labor force and number of

employed females both increase, and vice versa.

The researchers also concluded that it is helpful to look

at the distribution of employed females in the labor market.

By looking what occupation group females are employed in,

the researchers had a better understanding on why the

employment rate increase or decrease. With the data

presented above, it can be concluded that changes in

Page | 30

employment rate maybe due to the career shift of females,

and how this career shift turns out.

XI. Recommendation

It is a well known fact that conditions for gender

equality and female employment in the Philippines are among

the best and undergoes continuous improvements. Under these

circumstances, however, employment of women seems to

fluctuate quite often, as shown in the previous years, and

this mainly due to the mindset that is perceived for too

long. A quick observation of the data shows how service

sectors contains most of the women employment, and the

researchers have concluded that is a generally acceptation

concept that women are more capable when it comes to sales

or service. This has led to unwillingness to extend out of

the comfort zone; risk aversion. A small positive note is

how a growing movement of women is moving towards wider and

newer fields including positions in Government, and Special-

Interest Organizations. This also includes roles like

Corporate Executives, Managers, Managing Proprietors,

Page | 31

Supervisors Technicians and Associate Professionals and much

more.

This study brought forward the different stages of

advancement of women, during different eras. Although the

researchers have stated that discrimination isn’t an issue

in region 3, mainly Pampanga, it still doesn’t mean sex bias

doesn’t exist. Women have been perceived as more costly to

hire due to the belief that more incentives should be

offered. Another observation is that figureheads can

greatly influence the majority of the workforce. This can be

seen during the trend shift and variations in labor

participation during the different administrations.

Regarding gender mainstreaming, the researchers recommend

increases in investments of skills, not only in one type of

field; but rather be a ‘jack-of-all-trades.’

Career counseling of female graduates should be

undertaken to help overcome apprehensions and fears in

joining the workforce, not only conventional sectors but

pursuing new ones as well.

Page | 32

Increase in motivational talks, seminars, activities etc.

should be offered to current employees of every sector.

Since women tend to pass on such opportunities to take time

and attend events to further skill improvement, small

measures of incentives like transport or even monetary

incentives can be used to encourage participation.

Promotion to higher hierarchical levels not only provides a

role model for females, but encourages increasing

diversified input, output and practices.

Workshops for further skill improvement should be

tailored-fit specifically for women, addressing specific

issues. For example, sessions for women should focus on

boosting their self confidence by teaching them time

management, negotiation, advocacy and conflict reduction

skills.

Finally, improvements to make the workplace more ‘female-

friendly’ should be taken into consideration. Not only

should harassment policies be strict, but encouraging

workplaces where

Page | 33

XII. References

Asuncion, Ronahlee A. 2008. “Call Center Agents' Commitment

and

Wilingness to Stay: A Review.” People Manager Journal 281,

19-24.

Domingo-Cabarrubias, Leavides. 2012a. Gender matters in the

call center industry: review of literature on the effects

of call center work on women. Master’s thesis, University of

the Phillippines, Diliman, College of Social Work and

Community Development.

Domingo-Cabarrubias, Leavides. 2012b. Interrogating gender

dynamics within the households of women call center

workers. Master’s thesis,

University of the Phillippines, Diliman, College of Social

Work and Community Development. Retrieved on May 5, 2014

from

http://journals.upd.edu.ph/index.php/rws/article/viewFile/42

82/3885

Page | 34

Ronald E. Dolan, ed. Philippines: A Country Study. Washington: GPO

for the Library of Congress, 1991.

National Statistics Office, January 2012. Labor Force Survey

National Statistics Office, January 2013. Labor Force Survey

Page | 35