As defined by Wikipedia, gender pay gap is the disparity in average gross hourly wages between men and women and that the calculation is derived from the salaries that employees receive before income tax and social security contributions are taken out. Even though the principle of equal pay for equal work was established in the Treaty of Rome in 1957, the gender pay gap continues to persist in many countries. A nation’s economic future relies on closing the gender pay gap and demonstrates the leaders’ commitment to achieving a fair and egalitarian society for everyone. The difference in average earnings between women and men is caused by a combination of social and economic factors that diminish women’s ability to earn over their lifetime (Workplace Gender Equality).
In the Philippines, LinkedIn’s released data in February 2023, reported that one of the major gender issues that needs attention is the ongoing gender wage gap. According to statistics, women in the Philippines only earn 78% of what men earn, highlighting a substantial disparity in pay that requires action. This gap is particularly evident in rural areas, where women’s earnings are only 43% of men’s wages. Again, a combination of factors led to this disparity and only through collective action can significantly impact a positive outcome towards reduced gender pay gap.
Fortunately, though, this gender wage gap is not an issue in the University of Perpetual Help System Dalta. Women are not discriminated against in hiring and promotion, and salaries are offered equally to both gender, with focus on qualifications as well as experience as the main indicators for filling in of vacancies. In the table found below, the differences in salaries between the gender are attributable to the earned competencies, number of working years either as professionals or skilled employees, educational qualifications, and developmental activities or engagements such as trainings, creative works, research undertakings, further studies.
The discrepancy in terms of the average pay lies more on the fact that there are more female employees than its male counterpart in almost all of the varied sectors of workforce in the university. Except for the general services department which is primarily composed of male workers due to the nature of work (plumbing, painting, housekeeping), the offices are manned by female workers, without prejudice to the gender. Women accounted for more than 60% of the workforce in school year 2022-2023.
Women also hold leadership and executive positions in the organizational structure. Remuneration is based on qualifications and not on gender. The barriers to the full and equal participation of women in the university’s workforce are out of the picture as the organizational culture of equal footing prevails. Some of the ways that contribute to this condition include:
- Conduct of regular audit of the plantilla and pay structure based on faculty Rankings and Job Grade levelling
- Setting Key Performance Indicators for management approach to reduce disparities in pay
- Encouraging workforce to avail the professional development activities and privileges, benefits, and opportunities for further growth
- Benchmarking to support efforts to look for the best practices that can be adopted to promote employee satisfaction and retention, with emphasis on just compensation and benefits, regardless of gender.
