Women-Centric Amenities in Collective Bargaining Agreements in Selected Unionized Firms: Their Impact Among Women in Promoting Gender Equality and Quality of Work Life

Divina Edralin; Maricel Balatbat

doi:10.58870/berj.v10i1.80

Authors

Divina Edralin San Beda University, Manila, Philippines
Maricel Balatbat De La Salle University, Manila, Philippines

Keywords:

gender equality bargaining, gender equality, work-life balance, collective bargaining, decent work

Abstract

In a world of work dominated by men, women, like men, can contribute to building a flourishing organization where they can be heard, respected, engaged, and developed as people. Hence, in a unionized firm, bargaining for gender equality is vital because women's issues are undervalued and must be addressed to have decent work and contribute to the organization’s sustainability. We described the women-centric amenities stipulated in the CBAs of 29 selected unionized establishments based on the Gender Equality Bargaining model of the ILO. This model focuses on the issues of working conditions, maternity and family responsibilities, defending the rights of non-permanent and vulnerable workers, dignity at the workplace to combat discrimination and victimization, and giving women a voice. We subsequently determined the impact of these amenities in promoting gender equality and quality of work life among women employees in the unionized firms. Our results confirmed the proposition that many amenities in the CBAs are beneficial to women. The top amenities given only to women employees by all firms are maternity leave as provided by law, and maternity benefits covered by the SSS. Among the women-centric amenities, women highly value maternity and family responsibilities. The impact on promoting gender equality is ending all forms of discrimination against all women and girls everywhere. It also ensures women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in their political, economic, and public life. These amenities positively affected their quality of work life since they enhanced their job satisfaction, reduced their stress, and increased their loyalty and commitment. Only a few respondents encountered challenges, such as organizational culture and gender biases, in promoting gender equality in their workplace. We proposed that unions prioritize bargaining issues that women highly value in promoting gender equality and quality of work-life.

References

Afroz, S. (2017). Quality of Work Life: A Conceptual Model. Advances in Economics and Business Management. 4(8) 2394-1553 https://www.researchgate.net/publication/327987586 Quality of Work Life A Conceptual Model [accessed Nov 18, 2024].

Ateneo de Davao University and College Faculty Union of Ateneo de Davao University (CFU-AdDU) (2024). Collective Bargaining Agreement between Ateneo de Davao University and College Faculty Union of Ateneo de Davao University (CFU-AdDU). 2019 June 1, 2019 - May 31, 2024.

Ateneo De Manila University and Ateneo De Manila Employees and Workers Union (2024). Collective Bargaining Agreement between Ateneo De Manila University and Ateneo De Manila Employees and Workers Union. May 31, 2024.

Bivens, J. et al. (2017). How Today’s Unions Help Working People: Giving Workers the Power to Improve Their Jobs and Unrig the Economy, Economic Policy Institute.

Blustein, D. & Allan B. (2024). Dignity at work: A critical conceptual framework and research agenda. Journal of Career Assessment. https://doi.org/10.1177/10690727241283685. DOI: https://doi.org/10.1177/10690727241283685

Blustein, D., Lysova, E., and Duffy, R. (2023). Understanding Decent Work and Meaningful Work. Annual Review of Organizational Psychology and Organizational Behavior. 10, 289-314. DOI: https://doi.org/10.1146/annurev-orgpsych-031921-024847

Bureau of Labor Relations-DOLE (2022). Existing Collective Bargaining Agreements by industry. chrome-extension://efaidnbmnnnibpcajpcglclefindmkaj/https://blr.dole.gov.ph/wp-content/uploads/2022/07/CBA-Q2-2022-BY-INDUSTRY.pdf

Capitol Medical Center Inc. and Capitol Medical Center Employees Association (2026). Collective Bargaining Agreement between Capitol Medical Center Inc. and Capitol Medical Center Employees Association, June 20, 2024 - June 19, 2026.

Career Addict. (2022). 15 Important Issues Women Still Face at Work (https://www.careeraddict.com/women-workplace, 2022)

Chimote, N. K., & Srivastava, V. N. (2013). Work-Life Balance Benefits: From the Perspective of Organizations and Employees. IUP Journal of Management Research, 12(1).

Corradini, V., Lagos, L., & Sharma, G. (2022). Collective Bargaining for Women: How Unions Can Create Female-Friendly Jobs. IZA, Discussion Paper No. 15552, https://ssrn.com/abstract=4219409 or http://dx.doi.org/10.2139/ssrn.4219409. DOI: https://doi.org/10.2139/ssrn.4219409

Creswell, J. and Creswell, D. (2014). Research design: qualitative, quantitative, and mixed methods approach (Fifth edition). Sage Publications.

Creswell, J. W., & Poth, C. N. (2018). Qualitative Inquiry and Research Design: Choosing Among Five Approaches. In Sage (4th ed.).

Dr. Victor R. Potenciano Medical Center and Victor R. Potenciano Medical Center Employees Association (2027). Collective Bargaining Agreement between Dr. Victor R. Potenciano Medical Center and Victor R. Potenciano Medical Center Employees Association. July 1, 2024 - June 30, 2027.

Frear, K. A., Paustian-Underdahl, S. C., Halbesleben, J. R. B., & French, K. A. (2019). Strategies for work–family management at the intersection of career–family centrality and gender. Archives of Scientific Psychology, 7(1), 50–59. https://doi.org/10.1037/arc0000068 DOI: https://doi.org/10.1037/arc0000068

Golden Gate Batangas Hospital, Inc. and Golden Gate Batangas Hospital, Inc. Employees Association-Alliance of Filipino Workers (GGGHEAAFW) (2025). Collective Bargaining Agreement between Golden Gate Batangas Hospital, Inc. and Golden Gate Batangas Hospital, Inc. Employees Association-Alliance of Filipino Workers (GGGHEAAFW). October 1, 2020 - September 30, 2025.

International Labour Organization (1999). Decent work (Report of the Director-General during the International Labour Conference, 87th Session). Geneva: International Labor Office.

International Labour Organization. (2002a). Gender Equality: A Guide to Collective Bargaining (Six booklets). https://www.ilo.org/publications/gender-equality-guide-collective-bargaining-six-booklets.

International Labour Organization. (2002b). Gender Equality. Advancing social justice, promoting decent work. https://www.ilo.org/resource/gender-equality-0.

International Labour Organization. (2004). Gender Equality Through Collective Bargaining: Jakarta.

International Labour Organization. (2008). ILO declaration on social justice for a fair globalization. Rep., ILO, Geneva.

International Labour Organization. (2006). Changing patterns in the world of work. Report of the director-general. 95th Session. Geneva.

International Labour Organization. (2022). Pay transparency legislation: Implications for employers’ and workers’ organizations. https://www.ilo.org/wcmsp5/groups/public/---ed_protect/---protrav/---travail/documents/publication/wcms_849209.pdf

International Labour Organization. (2024) ILO at the 68th Commission on the Status of Women (CSW).

Katz, I. (1991). Gordon Allport’s Nature of Prejudice. Political Psychology, 12 (1), 125-157. https://doi.org/10.2307/3791349. DOI: https://doi.org/10.2307/3791349

Manila Central University - Dr. Filemon D. Tanchoco Sr. Medical Foundation, Inc. (MCU-FDTMF) and Manila Central University - Dr. Filemon D. Tanchoco Sr. Medical Foundation, Inc. Employees Association-Alliance of Filipino Workers (MCU-FDTMFEA-AFW) (2029). Collective Bargaining Agreement between Manila Central University - Dr. Filemon D. Tanchoco Sr. Medical Foundation, Inc. (MCU-FDTMF) and Manila Central University - Dr. Filemon D. Tanchoco Sr. Medical Foundation, Inc. Employees Association-Alliance of Filipino Workers (MCU-FDTMFEA-AFW). March 15, 2024 - March 14, 2029.

Medical Center Manila, Inc. (MANILAMED) and Hospital Management Services, Inc. Medical Center Manila Employees Association-Alliance of Filipino Workers (HMSI-MCMEA-AFW) (2026). Collective Bargaining Agreement between Medical Center Manila, Inc. (MANILAMED) and Hospital Management Services, Inc. Medical Center Manila Employees Association-Alliance of Filipino Workers (HMSI-MCMEA-AFW). January 1, 2022 - December 31, 2026.

Medical Doctors, Inc. (Makati Medical Center) and Makati Medical Center (Medical Doctors, Inc.) Employees Association (MAMECEA) (2027). Collective Bargaining Agreement between Medical Doctors, Inc. (Makati Medical Center) and Makati Medical Center (Medical Doctors, Inc.) Employees Association (MAMECEA). March 1, 2025 - February 28, 2025.

Mikki Hebl and Eden B. King. (2019). Gender Equality in the Workplace: An Introduction. Archives of Scientific Psychology. 7, 1–3. DOI: http://dx.doi.org/10.1037/arc0000071. DOI: https://doi.org/10.1037/arc0000071

National Academies of Sciences, Engineering, and Medicine. (2004). Measuring Racial Discrimination. Washington, DC. https://doi.org/10.17226/10887. DOI: https://doi.org/10.17226/10887

Philippine Commission on Women. (n.d.). FAQ: Republic Act 9710 - The Magna Carta of Women. Philippine Commission on Women. https://pcw.gov.ph/faq-republic-act-9710-the-magna-carta-of-women/

Pillinger, J., & Wintour, N. (2023). Collective bargaining and gender equality. Newcastle upon Tyne: Agenda Publishing.

Republic of the Philippines. (1986). Constitution of the Republic of the Philippines.

Republic of the Philippines. (2017). Labor Code of the Philippines.

Saunders, M., Lewis, P., & Thornhill, A. (2019). Research methods for business students (8th ed.). Pearson Education Limited.

Stanford Encyclopedia of Philosophy. (Winter, 2016). Discrimination. https://plato.stanford.edu/archives/win2016/entries/discrimination/

UN Sustainable Development Group. (2024). Universal Values- Principle Three: Gender Equality and Women's Empowerment. https://unsdg.un.org/2030-agenda/universal-values/gender-equality-and-womens-empowerment.

UN Sustainable Development Goals. (2024). Goal 5: Achieve gender equality and empower all women and girls. https://www.un.org/sustainabledevelopment/gender-equality/.

UN Women. (2022). Progress on the Sustainable Development Goals: The Gender Snapshot. https://www.unwomen.org/sites/default/files/2022-09/Progress-on-the-sustainable-development-goals-the-gender-snapshot-2022-en_0.pdf

University of the Philippines (UP) and All UP Academic Employees Union (AUPAEU) (2026). Collective Negotiating Agreement between the University of the Philippines and the All UP Academic Employees Union (AUPAEU). December 2, 2021 - December 1, 2026.

University of the Philippines (UP) and All UP Workers Union (AUPWU) (2026). Collective Negotiating Agreement between the University of the Philippines (UP) and the All-UP Workers Union (AUPWU). November 4, 2024 - November 4, 2028.

Women in the Workplace. (2024). The 10th-anniversary report. https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace.

World Economic Forum. (2022). Global gender gap report. https://www3.weforum.org/docs/WEF_GGGR_2022.pdf

Yadav, R. & Khanna, A. (2014). Literature Review on the quality of work life and its Dimensions IOSR Journal of Humanities and Social Science (IOSR-JHSS). 19 (9), 71-80. www.iosrjournals.org. DOI: https://doi.org/10.9790/0837-19957180