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Think Equal Project Proposal
Think Equal Project Proposal
OVERVIEW
According to a qualitative study by Calleja et. al. (2011), 15 out of 25 reported that they
have experienced discrimination in the field of employment despite government regulations.
These LGBT employees experience derogatory name calling, homophobic language, and
inappropriate jokes that could also escalate to levels of slander, threats and intimidation often
triggered by gender non-conforming behavior such as behavior or clothing judged to be
effeminate for males or masculine for females.
In the Philippines, thirty percent of lesbian, gay, bisexual, transgender and intersex
(LGBTI) people in the Philippines reported being harassed, bullied or discriminated against by
others while at work because of their sexual orientation, gender identity, expression and sex
characteristics (SOGIESC) (Outrage, 2018).
The evidence shows that the few workplaces that have LGBTI-inclusive policies have
seen positive impacts. The higher number of protective policies correlates with less experience
of workplace discrimination and higher levels of reported job satisfaction among LGBTI
people. A more open and affirming workplace is likely to encourage satisfaction and greater
loyalty among LGBTI employees, and lead to greater productivity and improve the corporate
image. The report also highlighted that there were limited legal protections from discrimination
in the workplace, and there were also few options for recourse through internal workplace
policies. In the Philippines, only 20% stated that their employers have an official complaint
procedure in place for LGBTI discrimination cases. The number is lower in China (5%) and
Thailand (17%) (Outrage, 2018).
Thirty percent of lesbian, gay, bisexual, transgender and intersex (LGBTI) people in the Philippines reported
being harassed, bullied or discriminated against by others while at work because of their sexual orientation,
gender identity, expression and sex characteristics (SOGIESC). IMAGE BY BETHANY
LEGG FROM UNSPLASH.COM
The Philippines also has no national law that provides protection against discrimination
based on gender expression. In the country, some limited legal protection for LGBT people
exists at the local level. Local ordinances, along with other grounds, protecting people against
discrimination based on SOGIE only exist in 5 provinces, 15 cities, 1 municipality and
3 barangays (villages).
With these in mind, it is our intention to propose a program that will promote equality
in the workplace that will eventually shed light on various sectors, that we may implore them
to push ultimately for the legal rights of the LGBT community, currently still a minority.
GOALS
In the workplace, staff and fresh graduates have many concerns related to their academic and
professional careers that may be affected by their LGBT identity and willingness to be out. They may
fear losing support from their peers or may be concerned that knowledge of their identity may have a
negative impact on their recruitment, retention and promotion. Work productivity and job satisfaction
are increased by a supportive work place environment.
Safe space is a physical location in which employees may be comfortable regardless of their
sexual orientation, cultural background, or ethnic heritage. The space must provide an adequate amount
of meeting rooms, administrative office and support areas, resource room for computers and library
materials, reception and lobby space. Private offices must be conducive to confidential counseling and
advising. The space becomes the home base for the cultivation of role modeling and mentoring
opportunities. It involves the interaction of colleagues and employees in a positive and friendly
environment. The physical space provides the opportunity to coordinate and deliver counseling and
referral services, advising, networking and information sharing, and a reporting and referral center for
victims of anti-lesbian/gay harassment or violence. The homebase is sensitive to individual and group
comfort levels and respects the interests and privacy of its constituents.
This proposed program is an initial step towards the ultimate goal of gender equality and no
discrimination. Through education and support, especially from majority groups, Equality in the
workplace as well as in the community will no longer be just a dream. In the Philippines, another
objective that we hope to achieve is the legal policy on gender equality. We believe that if these are
established, it will be easier to catalyze other efforts toward a transformed community with not only
tolerating the LGBT community, but with complete acceptance and collaboration.
ACTIVITIES
This project aims to promote engagement and representation of the local LGBTQ community and their
support groups. These representatives and support groups will be tapped to implement the proposed
program and its identified goals.
To address these goals, the project proposes the following course of action:
There will be constant monitoring on all implemented activities. A feedbacking session will be
scheduled one to five days after each activity. A budget proposal hearing will be conducted prior to all
activities and planning.
This is an estimate of the cost of activities and trainings that will be implemented. The initial
schedule of the activities were also identified.