ACLC GUADALUPE MAKATI

“The Impact Of Gender Inequality on Career Advancement Opportunities of

Workers in Mcdonalds Stores in Taguig City”

A Thesis Proposal Presented to the Faculty of

ACLC-Guadalupe Makati

In Partial Fulfillment for the Practical Research 2 (Academic Track - GAS)

Submitted by:

Lobres, Chris Kylle S.

Gascon, Julia Mia Brycee

Cervantes, Christian

Diezon, Aya Charlotte

Estrada, Alliah Margaret

Guttan, John Vincent

Daniel E. Diocares Jr.

Thesis Adviser
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2023

DEDICATION

This research is entirely dedicated to my beloved parents, who have been my

source of inspiration and strength when I thought of giving up, and who continue

to provide moral, spiritual, emotional, and financial support. To my brothers and

sisters, relatives, mentors, friends, and classmates who shared words of advice

and encouragement to help me finish this study. And lastly, I dedicated this book

to the Almighty God, thanking him for his guidance, strength, mental power,

protection, and skills, as well as for providing me with a healthy life.All of these, I

offer to you.

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ACKNOWLEDGEMENT

First and foremost, praises and thanks to the God, the Almighty, for His showers

of wisdom, knowledge and guidance throughout my research work to complete

the research successfully.

I’d like to express my heartiest gratitude to my research adviser, Mr. D. Diocares

Jr., for giving me the opportunity to conduct research and for providing invaluable

guidance throughout this process. His solidity, vision, sincerity, and motivation

have deeply inspired me. He taught me the methodology for conducting the

research and presenting the findings as clearly as possible. Working and studying

under his supervision was a great privilege and honor. I am deeply grateful for

what he has provided for me. I’d also like to express my gratitude to him for his

friendship, empathy, and wonderful sense of humor.

I am eternally grateful to my parents for their love, prayers, concern, and

sacrifices in educating and gearing me up for the future. I am grateful to my

friends, relatives, and family for their patience, prayers, and ongoing support as I

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work to complete this research project. My heartfelt gratitude goes to my sister

Angel Balauag for her assistance in completing this research successfully.

ABSTRACT

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CHAPTER 1

INTRODUCTION AND ITS BACKGROUND

1.1 Introduction

Patriarchy is an ideology which has been passed down from generations and

argues that paternal authority belongs to the man of the household (Edley &

Wetherell, 1995). This paternal authority is never to be questioned and it is exer-

cised by the man being seen as the head of the household and the woman being

subservient towards him. This has translated into the workplace

as women have been allocated certain roles in the workforce which are sub-

servient, cheap and highly exploitative, because being in roles of power and

leadership are not seen in society as being ‘feminine’ (Edley & Wetherell,

1995).This also plays out in the types of jobs that men and women are allowed to

occupy in the workplace, and in women’s ability to challenge gender oppression

as they don’t have a strong voice to challenge it. The role of women in hospitality

and service sector jobs feeds into the idea of women being better ‘equipped’ in

these industries as compared to men, who belong in the manufacturing and

mining industries as these jobs exhibit their ‘innate’ capabilities because of

the sex category they belong to (West & Zimmerman, 1987)

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The issue of gender inequality refers to discrimination against women in multi-

dimensional facets of human development. The United Nations Millennium Devel-

opment Goals (MDGs) consist of eight goals with quantifiable targets, aiming at

enhancing the living status of the world’s poorest population. Promoting gender

equality and women’s empowerment is the third of eight goals. According to the

third MDGs, reducing gender inequality involves with: closing the educational dis-

parity between the two genders at any level (primary, secondary and tertiary edu-

cation); increasing the women’s share of wage employment in the non-agricultural

sector and increasing the proportion of seats held by women in national parlia-

ments. In this respect, gender inequality is defined in three facets: education, eco-

nomic rights and political rights. UNDP (2010) adds another measure to quantify

gender disparities, which is the dimension of reproductive health. Thus, the

process of promoting gender equality would cover four important aspects: health,

education, economic and political rights.

During the last decade, many theories of gender inequalities have devel-

oped. Some orthodox theories imply that gender inequalities will be short-term.

Such as the Statistical Discrimination theory (Phelps, 1972), which did not give

any hope for improvement, indicating that the situation could not be changed until

women’s length of service reached the level of men. But they have shortcomings.

For example, most of them fail to explain why discrimination may occur. However,

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there are other theories such as institutional and feminist theories suggesting that

cultural and institutional factors would result in gender inequalities in the long-run.

The Marxist-Feminist approach contributed significantly to understanding the

structural cause for discrimination, unfair treatment. Nevertheless, neither ‘patri-

archy’ nor ‘capitalism’ can be easily taken away. (Yuasa, 2005, p195) Those theo-

ries such as Feminist models and organizational theory stress the importance of

institutions and the sexual division of labour in shaping women’s consciousness

which are a deep-rooted cultural phenomenon. (Forde, 2007)

Although the "people-centered" approaches to development that emerged

in the 1980s are an improvement over earlier technocratic approaches, we are

now seeing the extent to which project designs are limited by their failure to incor-

porate gender. Besides being prone to lower success, projects which do not rec-

ognize gender as a vari- able often reinforce or actually increase gender inequality

(Canadian Council for International Cooperation et al. 1991; Thomas-Slayter et al.

1990; Feldstein and Poats 1989; Overholt et al. 1985). This article examines the

trend in the Philippines toward gender training as a means to refocus today's vi-

sion of development in order to recog- nize gender inequality and to challenge the

systems which perpe- trate patriarchy. It analyzes the different approaches and

methods that dominate training and notes factors limiting impact. While I con-

sciously use the term gender to refer to the socially con- structed roles of both

women and men, much of this article-and most gender training-concentrates on

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the need to improve wom- en's situations. The explanation for this lies in the low

status of women relative to men and in the exclusion of women from many devel-

opment programs. Although the Philippines is noteworthy among Asian societies

for achieving equity in some categories, including infant mortality and school en-

rollment, this should not

1.2 BACKGROUND OF THE STUDY

Workplace gender discrimination comes in many different forms, but

generally it means that an employee or a job applicant is treated differently or less

favorably because of their sex, gender identity, or sexual orientation. Even though

the words "sex" and “gender” have different meanings, laws against discrimination

at work often use them interchangeably. Sometimes workers experience

discrimination because of their gender land something else, like their race.

Gender inequality is associated with negative health effects, but little is known

about the mental health risks of workplace gender inequality, men and women

face different restrictions in accessing productive employment, decent \work

and/or government services. Since women are in the most disadvantaged position

and suffer the most losses, strategies must be developed to address their specific

restrictions.

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According to Armania (2019), one reason cited for why more women aren't

moving into higher-up executive-type roles is the lack of female role models in the

workplace not having a visible role model can make women feel as if moving into

a leadership-type role is simply unattainable. There are more male workers than

females and their salary is much higher. According to the survey reveals, those

female workers frequently have some problems in workplaces due to their gender.

And these problems are various: low opportunities for career promotion, dress

code, bad attitude, work restrictions, etc. In order to solve gender inequality in the

workplaces, the most efficient thing to do will be the installment of written policies

of gender equality promotions. These policies should ensure that men and women

have equal rights and they should be paid equally for the same work. Policies

should ensure equality in all levels of HR development: recruitment, hiring,

training, career promotion, payment, and rewards. These policies should make it

possible to balance personal and professional lives of employees.

The researchers aimed to investigate the asstniation of workplace gender

equality and depressive symptoms from the perception of students in ACLC

Guadalupe for a sustainable development relies on ending toward men and

women providing equal for education and especially for employment. Gender

equality has been conclusively shown to stimulate economic growth, which is

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important, especially in countries with higher unemployment rates, less economic

opportunity and seek to between men and women to achieve desired outcomes.

1.3 OBJECTIVES OF THE STUDY

The objectives of this study aim towards the following:

1. To assess the impact of gender inequality on career advancement opportunities

of workers in McDonald's Stores in Taguig City

2. To identify if there are key factors contributing to gender-based disparities in

career advancement opportunities within Taguig City.

3. To find out the most prevalent impact of gender inequality on career advance-

ment opportunities of workers in McDonald's Stores in Taguig City.

4. To propose recommendations and potential solutions to address gender in-

equality in career advancement opportunities within the Taguig city.

1.4 THEORITICAL FRAMEWORK

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The study used the theory of equality that feminists of the nineteenth

century used in their fight for women's rights came out of liberal political

philosophy, which said that all men should be equal under the law, that no one

should have special privileges or rights. Of course, when the us Constitution was

written, that concept of equality excluded enslaved men and indentured

menservants, because they were not free citizens, as well as all women, no

matter what their social status, because they were not really free either. The legal

status of supposedly free women was the same as that of childreneconomically

dependent and deriving their social status from their father or husband. ( Lorber,

2001)

In the Section “Discrimination in HR Related Practices: HR Policy, Deci-

sions, and their Enactment,” we explain the distinction between HR policy, HR-

related decision-making, and HR enactment and their relations to each other.

Gender inequalities in HR policy are a form of institutional discrimination. We re-

view evidence of institutional discrimination against women within HR policies set

out to determine employee selection, performance evaluations, and promotions.

In contrast, discrimination in HR-related decisions and their enactment can result

from organizational decision makers’ biased responses: it is a form of personal

discrimination. Finally, we provide evidence of personal discrimination against

women by organizational decision makers in HR-related decision-making and in

the enactment of HR policies.

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In the Section “The Effect of Organizational Structures, Processes, and

Practices on HR Practices,” we focus on the link between institutional discrimina-

tion in organizational structures, processes, and practices that can lead to per-

sonal discrimination in HR practices. Inspired by the work of Gelfand et al. (2007),

Theoretical framework:

Figure 1 A model of the root causes of gender discrimination in HR policies, deci-

sion-making, and enactment (1943)

1.5 CONCEPTUAL FRAMEWORK

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INPUT

1. Demographic

Profile
PROCESS
 Age
 Survey Ques-
 Sex OUTPUT
tionnaire “The Impact of
Gender Inequality on
2. Discrimination in  Descriptive Sta- Carreer
Advancement
HR Related Practices: tistics Opportunities of
Workers in
 Interferential Mcdonalds Stores in
 Leadership Taguig city”
Statistics
 HR policy

 Climate

 Culture

 Startegy

 Structure

Figure 2. Research Paradigm

This study needs the following inputs. Under the demographic profile are

the respondent's age, sex, civil status, and employment status while the

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responses of the respondents from the indicators of mental health are anxiety,

stress, depression, fear, and suicidal thoughts. This information will undergo the

process of the Interview Guide and Data Evaluation and the outcome of the study

will get the answers to the questions of the Impact of Covid-19 on Student's

Mental Health in Makati City

1.6 STATEMENT OF THE PROBLEM

The study primarily aims to find out the impact of. Specifically, it will answer the

following sub-problems:

1. What is the demographic profile of the respondents, workers in macdon-

alds stores in Taguig, in terms of:

a. Gender

b. Age

2. What is the Gender Inequality On Carreer Advancement Opportunities Of

Workers In Mcdonalds Stores In Taguig City, in terms of:

a. Leadership

b. HR Policy

c. Climate

d. Culture

e. Strategy

f. Structure

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3. What are the prevalent factors in the gender inequality on career advance-

mant opportunities of the workers in Mcdonalds Stores in Taguig City?

4. Is there a significant relationship between age and the gender inequality on

career advancement opportunities of workers in Mcdonalds store in Taguig

City?

5. What program maybe proposed that will aid Taguig City workers to help

them conquer this kind of discrimination in workplace?

1.7 Hypothesis of the Study

H There is no significant relationship between age and the gender inequality on

O

career advancement opportunities of workers in Mcdonalds store in Taguig City?

Ha, There is a significant relationship between age and the gender inequality on

career advancement opportunities of workers in Mcdonalds store in Taguig City?

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1.8 Scope and Limitations

This research will primarily focus on gender inequality in career advancement oppor-

tunities within the business and professional sectors of Taguig City. It will involve

surveys, interviews, and data analysis to gain a comprehensive understanding of the

issue.

It is essential to acknowledge that this study may have limitations, such

as the generalizability of findings to other regions, potential response bias in sur-

veys, and the dynamic nature of workplace conditions. However, it is aimed at pro-

viding a valuable starting point for addressing gender inequality in career advance-

ment opportunities in Taguig City. The main purpose of the study is to assess the

gender inequality on career advancement opportunities of workers in McDonald's of

Taguig City.

1.9 Significance of the Study

This study is of great benefit for the following stakeholders:

This study is of great benefit for the following stakeholders:

Local Government Unit of Taguig– This study will be beneficial to the local

government of Taguig as they can develop plans on how to spread awareness pro-

grams. Also, this study can serve as their reflection on how gender bias and discrim-

ination through workers at the workplace and echanced equality rights for every

thirs-sex member.

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Citizens of Taguig- The findings of the study will assist Taguig Workers and

provide necessary information related issues on workplace gender discrimination.

Teachers- Teachers can gain significance in this study. For they will know

better ways to build a better environment for students to prevent this kind of discrimi-

nation. They can perceive how motivation greatly affects a person’s development

and future.

Future Researchers– This reseach provided a reference for further reseach

on gender equality. This study does not deal with similar studies using other vari-

ables. Also, It will pose as an awareness for future inventions, developments, and

studies. It is a great addition to our country as this study can become a basis or help

for future researchers who want to discover their social needs.

1.10 Definition of Terms

Patriarchy- social organization marked by the supremacy of the father in the clan or

family, the legal dependence of wives and children, and the reckoning of descent

and inheritance in the male line (merriam-webster.com)

People-centered -this means understanding culture, customer and client

experiences, physical and emotional safety needs, financial considerations, and

what’s required for each individual employee in the moment.(adp.com)

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Discrimination -treating a person or particular group of people differently, especially

in a worse way from the way in which you treat other people, because of their race,

gender, sexuality (dictionary.cambridge.org)

Inequality -the quality of being unequal or uneven (merriam.webster.com)

Workplace -A workplace or place of employment is a location where people perform

tasks, jobs and projects for their employer.(indeed.com)

Biased -they prefer one group of people to another, and behave unfairly as a result.

You can also say that a process or system is biased.(collinsdictionary.com)

Leadership -Leadership is the ability of an individual or a group of people to

influence and guide followers or members of an organization, society or team.

(techtarget.com)

Empowerment -Empowerment is the process of becoming more confident and

prepared to make important decisions and complete tasks. (indeed.com)

Feminine -having qualities traditionally ascribed to women, such as sensitivity or

gentleness. (dictionary.com)

Gender identity -One's innermost concept of self as male, female, a blend of both

or neither – how individuals perceive themselves and what they call themselves.

(hrc.org)

Employment -the fact of someone being paid to work for a company or organization

(dictionary.cambridge.com)

Privileges -a right or immunity granted as a peculiar benefit, advantage, or favor.

(merriam-webster.com)

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Profession -any type of work that needs special training or a particular skill, often

one that is respected because it involves a high level of education.

(dictionary.cambridge.com)

Capitalism -an economic and political system in which property, business, and

industry are controlled by private owners rather than by the state, with the purpose

of making a profit (dictionary.cambridge.com)

Proponent – Gas Student under Grade 12 in ACLC GUADALUPE Student

Campus.

Respondents – The selected mcdonald’s workers on taguig City.

CHAPTER 2

REVIEW OF RELATED LITERATURE AND STUDIES

2.1 Review of related literature

This chapter the then review of literature and the studies that the researchers

consider in strengthening the proposition and importance of the study.

Leadership

According to the Oriane Georgeac, Aneeta Rattan, (2019) Journal of

Experimental Psychology, Ordinary intelligence shows that the progress of women in

the best space of representation of authority tends to extend to other spaces of

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gender imbalance, either the organization or in the past. Extending social cognitive

speculation based on ample-based data processing to think about the perceptions of

social progress of tigmatized groups, we speculate that seeing a considerable

number of female epresentatives in the best authority may reduce the neutrality of

people in other spaces.

In any case, some women have obtained the best authority positions,

which have led researchers to test the conditions under which women make

progress, despite seemingly unmanageable and well-documented restrictions. Past

grants tend to clarify at the individual level, suggesting that few women get the best

management positions, or potential pioneer women need key qualities, such as

emphasis

By Alison Cook, Christy Glass, (2014) The makers are a group of women

who examine and propose ideas for women and organization change. The makers

offer recommendations for counseling examiners and human resources specialists

centered on female clients and to advance women's organization progression. At

final, the makers talk about the overarching themes oozing from their examination

and proposals.

Margaret M Hopkins, Deborah A O'Neil, (2008) the British Journal of

Sociology of Education, the show considers analyzes sex contrasts in arrangement

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to administration positions in schools in three diverse instructive divisions in Israel.

The paper surveyed whether beneficiary nations with diligent sex disparity in tutoring

get more help for instruction. It found that female leadership appears to have played

a negligible part within the allotment of help.

To Alexander Stamatios, Antoniou Cary Cooper and Caroline Gatrell (2019)

this study is dedicated to gender equality organization. Alexander- Stamatios,

Antoniou Carry Cooper and Caroline Gatrell focused on the institutional gender

ideology in contrast to their individual's personality and individual differences. To

sum up gender leadership is a growing phenomenon in the worldwide with research

trying to catch up. Discussing legal perspectives in light of individual that shows men

and women are equipped with the same legal forms and platforms.

According to Patricia M. Flynn, Kathryn Haynes & Maureen A. Kilgour

(2016) many businesses and organizations are becoming increasingly conscious of

the need of fostering gender equality both within and outside their walls. Gender

equality in the workplace has been shown to improve performance, and many

nations' legislative systems require particular measures to address gender disparity

in the workplace. Despite organizational rules encouraging equality and equal

chances, many organizations, including their supply chains, face obstacles. The

book explains why responsible businesses must address the problem of gender

equality in the workplace based on research. It also includes case studies and action

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research. The book explains why responsible businesses must address the problem

of gender equality in the workplace based on research. Case studies, action

research, and examples of excellent practices are also included, illustrating how

businesses and organizations are striving to promote gender equality in diverse

situations. The book is intended to reinforce the case for gender equality in business

and organizations, as well as give evidence of gender equality implementation in the

workplace and strategies for dealing with and overcoming difficulties University:

corporations, institutions, and organizations will all find it useful.

HR Policy

According to Cailin Susan Stamarski (2015), organizational structures

procedures, and practices may all show signs of sexual orientation imbalance.

Human Resources (HR) practices sanction some of the most detrimental gender

disparities for women. This is because HR policies (i.e., approaches, decision-

making, and punishment) have an impact on women's recruitment, training, salary,

and progression. We propose a display of HR segregation based on sexual

orientation, emphasizing the associated existence of sex differences inside

organizations.

Researchers propose that sexual orientation be considered separately in HR

decision-making and within the sanctioning process.

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For Constance Newman (2014), sexual orientation may be a key figure

working within the wellbeing workforce. Sexual orientation separation and disparities

result in systems inefficiencies that hinder the improvement of the vigorous

workforces required to reply to today's basic wellbeing care needs, say researchers.

A study by Louise Patterson (2013), aims to provide researchers, HR

specialists, and policymakers in Korea with a reference compilation of certain

important criteria for previous research in this sector. According to the literature,

sexual orientation discrimination in the workplace is caused by gendered

stratifications in society.

According to Chen (2018), using a pro-plaintiff sexual badgering frame of

reference reduced sex disparity and prompted the use of sexual badgering human

assets tactics. Even with the effect of the Business Opportunity Act on dark business

share, the effects were comparable.

Culture

According to Jawad Syed, Faiza Ali, Sophie Hennekam (2018) the objective

of this review is to investigate gender inequality in Saudi Arabia from a relational

approach. It considers the interdependence of the multi-level components that

influence this occurrence. Thematic analysis was used to examine 21 in-depth

interviews with female employees done by Design/Methods/Methods.

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For Michael EW Varnum, Igor Grossmann (2016) Women's experiences in

Saudi Arabia differ depending on social class, family position, and other factors of

personal identity. The text emphasizes the male guardianship system's role in

advancing gender equality, as well as the junction of gender and class. It stresses

the interplay of multi- level elements that influence gender equality and personal

initiative.

Tamer Koburtay, Jawad Syed, Radi Haloub (2020), stated that gender

equality has changed over time, and tremendous changes have taken place in

countries such as the United States. The reasons for these changes are still poorly

understood. We use the ecological framework to explore the role of key ecological

dimensions in changing gender equality over time. In the, we show that the decrease

in the prevalence of pathogens in the last 60 years (1951-2013) is related to a

decrease in gender inequality.

Pazit Ben-Nun Bloom, Sharon Gilad, Michael Freedman (2017) this article

exploresthe influence of culture, religion (Islam), and the legal framework on female

employment. The hotel industry is one of the important industries in Jordan. A

related purpose is to contrast the egalitarian Islamic gender equality approach with

sexist tribal traditions that restrict the employment and advancement of women.

The relationship between gender diversity and innovation is not only

quantitative but also qualitative. Merely increasing the number of women in male-

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dominated companies may not improve innovation. Unless the company's CO is

aligned with the need for successful innovation, the benefits of greater gender

diversity may not be realized. Research shows that a highly differentiated analysis of

the antecedents of innovation can provide new clues to the origin of differences in

gender.

Climate

According to Gill Kirton (2021) the concept from social development

hypothesis of 'framing' is used to evaluate the prospects of moving from 'where we

are' to 'where to next' Correspondence Officers' key arrangement of the

longstanding union correspondence outlines of 'women's issues' and 'gender

mainstreaming' challenges taken-for-granted social hones inside unions. Discoveries

from a think about of UK- based union balance on-screen characters examine

endless endeavors on their portion to move balance from the edges to the middle of

union bartering action.

For Surjit Singha Sivarethinamohan R. (2021) study examined the

influence of women in the formation of organizational climates. Favorable climates

and working conditions enhance work quality and cohesion. Women leaders created

initiatives to empower women and encourage society to pay attention to gender

equality. Bank Presidents and Senior Managers have responsibility of creating an

organizational culture that is safer for women to participate in.

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Sabra L. Katz-Wise, PhDORCID Icon, Elizabeth R. Boskey, PhD, MPH, Eli

G. Godwin, EdM, Katharine Thomson, PhD, Julian Post, BS &Allegra R. Gordon,

SCD (2021) A positive LGBTQ+ workplace climate is critical for healthcare employee

satisfaction, productivity, and patient care. A study assessed LGBTQ+. Workplace

climate among 791 employees from a large urban pediatric hospital. Findings inform

strategies to improve LGBTQ+ employee experiences and competency caring for

LGBTQ+ patients.

Irene Campos-García (2020) in recent years, greater attention is being paid

to happiness in the workplace. This chapter explores how organizations can

increase women's happiness at work. It also explores the effect that women leaders

can have on the happiness of organizations. Findings reveal that the implementation

of organizational practices to reduce existing gaps and create fairer and more

equitable workplaces can benefit women.

Joanna Kwaśniewska, Edward Nęcka (2004) clarified that the purpose of

this study was to see if there were any differences in perceptions of the atmosphere

for creativity in the workplace between employees in managerial and non-

managerial positions, as well as men and women. Amabile: In general, managers

would perceive the climate as more favorable than non-managers. However, higher

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positions of female participants in the organization do not improve their perception of

the climate to the same extent as it does in the case of male participants.

Strategy

According to Mihajla Gavin, Susan McGrath-Champ, Meghan Stacey,

Rachel Wilson (2020) this article looks at how the tangled combination of women's

paid work, union support and family/domestic duties influences women's parts as

unionists. It finds that whereas requests of 'work' and 'life' can smoother union

cooperation, it is particularly the social and chronicled legacies in unions that ruin

women's cooperation. The findings offer modern bits of knowledge around issues

influencing the cooperation of ladies in female-dominated unions, and the crossing

point between union association and operation.

For Ester R Shapiro, Emu Kato (2021), analysts discover sex

consideration benefits laborers and companies through improved laborer and client

fulfillment, expanded benefits, and specialist well-being. They propose work/family

dynamics supporting challenges of care for the foremost vulnerable need to be "re-

visioned" as "wicked problems" inside connected complexity/developmental

frameworks sciences. This paper investigates and examines the encounter of

organization sexual orientation mainstreaming inside UN Offices working on

worldwide wellbeing.

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TK Sundari Ravindran, Angelo Raffaele Ippolito, George Atiim, Michelle

Remme (2021), countries have long actualized methodologies to handle deep-

rooted gender- based imbalances and separation in its programs and approaches.

There's impressive scope for fortifying sexual orientation mainstreaming inside UN

Offices by investigating and learning from UN framework triumphs. The way forward

lies in making unmistakable and creating techniques to challenge inserted

patriarchal hierarchical standards and frameworks.

Tània Verge (2021), said this article analyzes the arrangement

development received in Catalonia where quality affirmation forms have been re-

gendered and motivations to lock in the professoriate in sex curricular changes have

been presented. In doing so, it discloses the opportunity structures and organization

settings forming the micro-political techniques conveyed by the women's activist

collusions that have blended such arrangement changes. The article also pinpoints

the pertinence of a women's activism re-appropriation of assessment forms.

Structure

According to A Rao - IUSLabor. Revista d'anàlisi de Dret del Treball

(2016), women's workforce participation is increasing all over the world yet we are

witnessing persistent inequalities and gender power dynamics that keep women

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subordinate. Despite a range of policies and programs to address gender

inequalities, women are underrepresented at the highest echelons of power and

decision making across sectors.

The S Proctor-Thomson, N Donnelly (2021) Auckland University study

shows modest growth in the scope and coverage of flexible work provisions, the

majority of which have occurred in the public sector. Findings underscore the need

for contextualisation of collective regulation in opportunity structures and the ongoing

frailty of women's access to gender equality. Women's rising labour force

participation and feminisation of union membership and its leadership are key

factors in the increase in flexible work provisioning.

For Taylor & Francis (2021) despite decades of Equal Opportunity

legislation, gender inequality persists in Australian universities. This is largely due to

the shaping of universities by new market principles, discourses of individualisation

that render the asymmetry of gender relations invisible. The paper explores how

feminist pedagogies can facilitate equality bargaining and gender equality in

academia. It suggests that equality bargaining is especially important during

(current) times of austerity when the removal of gender-equality support structures

within trade unions generally occurs.

Synthesis of Reviewed Related Literture and Studies

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The Gender Equality is a guide who refers to an equitable

distribution of life's opportunities and resources between women and men, and or

the equal representation of women and men. The reviewed literature and studies

provided relevant insights into the concerns and situations related to the research

questions. Oriane Georgeae, Aneeta Rattan (2019) and Cailin Susan Stamarski

(2015) had the same concept showing that there is gender/sexual imbalance in the

representation in the organizational structure. A Rao - IUS Labor Revista d'analisi de

Duet del treball (2016) and S Proctor - Thomson, N Donnelly (2021) both states

rising women workforce participation, while the first indicated persistent inequalities

and gender power dynamics keeps women as subordinates the second showed that

feminization of union membership and its leadership are key factors in the increased

in flexible work provision. Surgit Singha Sivarethinemohan R. (2021) and Joanna

Kwasniwska, Edward Necka (2014) in higher position such as manager they

view climate as favorable compared to non-manager then women leaders create

initiatives to empowered women and encourage society to pay attention to gender

equality for a favorable climate and working conditions to enhance work quality and

cohesion.

Mihajla Gavin, Susan McGrath-Champ, Megan Stacey, Rachel Wilson (2020)

and Ester R Shapiro, Emukato (2021) has the same concept on work/family

dynamics support/union support. Where it finds that "work" and "life" can smoother

union cooperation which particularly the social and chronicled legacies in unions that

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ruin women's cooperation and "re-visioned" as "wicked problems" this paper

investigated and examined on worldwide being.

In conclusion, the goal of this study is to prioritize gender equality in

everything they can do. Regardless of gender conventions, identities, or

expressions, our vision is a world in which all people, girls, boys, women, and men,

have equal rights, responsibilities, and opportunities. Because gender discrimination

can ruin people's lives, researchers need a society where everyone is

acknowledged, respected, and appreciated equally.

CHAPTER 3

METHODOLOGY

This chapter of the study aims to highlight the research methods used by the

researchers to find the answers to the problem and sub-problems that are stated in

the first chapter of this study. The research design and respondents of the study in-

cluding the statistical tools and treatment to be used and applied to the data will be

discussed in this chapter.

3.1 Research Design

The study is quantitative and descriptive-correlative in nature. The descriptive

research method aims at finding out “what is “, so observational and survey methods

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are frequently used to collect descriptive data. It provides answers to questions such

as who, what, where, and how as they are related to the research problem.

For a full view of the study, the researcher identified and determined the de-

mographic profile of the respondents from age to gender.

3.2 Sampling Technique

The study used the purposive sampling technique, purposive because this

study is intended for the “The Impact of Gender Inequality on Career Advancement

Opportunities of Workers in Mcdonalds Stores in Taguig City”. The entire sample of

some parts of the said city were surveyed.

Table 1. Frequency and Percentage Distribution according to Gender

Gender Frequency Percentage

Male

Female

LGBTQ+

Total

The above table presents the frequency and percentage distribution of

respondents according to gender, 9 or 45% are male, 10 or 50% are female and 1 or

5% are part of the LGBTQ+ Community that represents a 100% population of the

workers in Taguig City, who will answer the guided questionnaire.

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Table 2. Frequency and Percentage Distribution according to Age Group

Age Group Frequency Percentage

16-24 years old

25-40 years old

41-55 years old

56-75 years old

76 and above

Total

The above table presents the frequency and percentage distribution of respondents

according to age, 9 or 45% are 16-24 years old, 6, or 30% are 25-40 years old 20%

are 41-55 years old, and 1 or 5% are 56-75 years old, 0% are 76 and above, which

represents a 100% population of the workers of Taguig City, who will answer the

survey questionnaire.

3.3 Locale of the Study

The research locale is Taguig City, NCR Philippines. Known as one of the

highly urbanized cities in the National Capital Region.

3.4 Data Gathering Procedures

This section highlights the step-by-step procedures that were employed by

the researcher to plan and answer the research questions of the study. The following

procedures were conducted:

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0. The researcher constructed a letter to the respondents and request a survey

to be conducted for them, one of the Workers of Taguig City.

a. Once approved, the researcher constructed the guided questionnaire using a

face to face situation.

b. The researcher then will survey respondents’ face-to-face.

c. Once the survey is completed and all the respondents have eventually an-

swered the survey, using the paper though face-to-face situation, responses

will be automatically stored in the form with graphical presentations, and

maybe imported to Excel for collating.

3.5 Research Instrument

For a complete assessment of the study, the proponents of this study

identified and determined the data using a survey questionnaire which also includes

the demographic profile of the respondents which are age and gender of the legal-

aged people of Makati City.

The researcher used “Gender Discrimination Survey Questions ”, developed

by QuestPro which is considered a valid and tested motivation assessment tool

however, the proponents made some changes to suit the purpose of this study,. The

researchers then cast up another 3 statement indicators.

https://www.questionpro.com/survey-templates/gender-discrimination-survey-

template/

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3.5.1 Construction of Survey Questionnaire

The survey form is outlined in two parts. The first part of the questionnaire

will answer the demographic profile of the respondents, while the second part will

assess the Hierarchy of Needs of Legal-Aged People of Makati City.

The following is the Hierarchy of Needs:

a. Leadership

b. HR Policy

c. Climate

d. Culture

e. Strategy

f. Structure

3.5.2 Validation

The thesis adviser validated the research instrument. He used Cronbach

alpha to validate the adapted valid and tested survey questionnaire.

Table 3: Reliability Statistics from the Dry Run Using Cronbach’s Alpha

Research Instrument Cronbach’s Number of Interpretation

Alpha Result Respondents

Survey questionnaire on the The Good

α=0.658 n=20
Impact of Gender Inequality on Career research

Advancement Opportunities instrument

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The research instrument was pilot-tested on the workers of Taguig City with

twenty (20) respondents. The guided questionnaire contained six indicators:

Leadership, HR policy, Climate, Culture, Startegy, and Structure. The survey

questionnaire was tested for reliability and internal consistency. The Cronbach alpha

(α) result showed that the survey questionnaire that was pilot-tested produced

internally-consistent results, and thus, the guided questionnaire is acceptable.

3.6 Statistical Treatment of Data

The collected data using the guided questionnaire that the researchers

organized, tallied, and tabulated were analyzed using the following statistical tools.

a. Frequency and Percentage Distribution – these were the descriptive

statistic that the researcher will use to describe the relative frequency of

survey responses and other data. This specifies the percentage of

observations that exist for each group of data. The value of the frequency

and percentage was computed from the formula.

Formula:

Where:

P = Percentage
F = Frequency
N =Total Number of Respondents

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b. Weighted Mean – Another statistical technique used by the researcher to

determine and analyze the result in computing the overall average of the

response to the survey questionnaires that were distributed.

Formula:

Where:

X = Weighted mean

∑fx = Summation of Frequency and Scale

N= Total Number of Respondents

c. Standard Deviation – a measure that is used by the researcher to quantify the

amount of variation or dispersion of a set of data values, and to determine if the

weighted mean is correct and effective.

Formula:

Where:

S = Standard Deviation

∑f = Summation of Frequency and Scale

X = Observed Data
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X= Weighted Mean

N = Number of Samples

d. Likert Scale –The Hierarchy of Needs survey has a (5) point scale, and

the mean of each indicator will be interpreted using the Likert scale.

Scal Range Indicator Mean-Verbal Interpretation

5 4.50 – 5.00 Strongly Agree

4 3.50 – 4.49 Agree

3 2.50 – 3.49 Neither Agree nor Disagree

2 1.50 – 2.49 Disagree

1 1.00 – 1.49 Strongly Disagree

e. Pearson correlation coefficient or Pearson’s correlation coefficient or

Pearson’s r - is defined in statistics as the measurement of the strength of the

relationship between two variables and their association with each other.

In simple words, Pearson’s correlation coefficient calculates the effect of

change in one variable when the other variable changes (questionpro.com).

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Formula:

Where:

N = the number of pairs of scores

Σxy = the sum of the products of paired scores
Σx = the sum of x scores
Σy = the sum of y scores
Σx2 = the sum of squared x scores
Σy2 = the sum of squared y scores

Interpretation of r in the degree of linear relations between two (2) variables

Value of r Strength of Correlation

+1 Perfect positive correlation
+0.71 to +0.99 Strong positive correlation
+0.51 to +0.70 Moderately positive correlation
+0.31 to +0.50 Weak positive correlation
+0.01 to +0.30 Negligible positive correlation
0 No correlation
-0.01 to -0.30 Negligible negative correlation
-0.31 to -0.50 Weak negative correlation
-0.51 to -0.70 Strong negative correlation
-0.71 to -0.99 Strong negative correlation
-1 Perfect negative correlation

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