Better Werk! Queer Inclusivity in Philippine Workplaces
Melvin Mota takes us on a compelling journey through the intricate tapestry of LGBTQIA+ inclusivity in Philippine workplaces through his personal experiences as he uncovers the challenges faced by queer individuals, the need for progressive policies, and the role of legislative support.
“You better work!”
A catchphrase that originated in the US ballroom scene and gained popularity through American drag superstar RuPaul, this statement, rooted in black gay culture, has long served as a declaration of support and approval, a celebration of one’s true self. Today, it has transcended borders, finding resonance even here in the Philippines among younger generations. However, it is ironic to hear such affirmations encouraging individuals to “better work” (or “werk”) when the work environment is far from conducive to their gender expressions. How can one be told to “better work” when the conditions for their work are far from being better?
The Philippines, a predominantly religious nation with 78.8% of its population identifying as Roman Catholic according to the 2020 Population Census by the Philippine Statistics Authority, has long grappled with a complex relationship with the LGBTQIA+ community. While there is a cultural tolerance towards LGBTQIA+ individuals, they still face significant disadvantages in various aspects of civic society, including limited access to essential services such as healthcare and education, as well as constraints on public expressions of gender identity. Additionally, integration into the working class remains a particular challenge for the Filipino LGBTQIA+ community.
According to the 2018 Philippine Corporate SOGIE Diversity and Inclusiveness (CSDI) Index, a survey conducted among 100 companies, a mere 17 percent of them have implemented any form of SOGIESC-inclusive anti-discrimination policies. It is noteworthy that these progressive policies are exclusively found within foreign-based companies; there is a stark absence of such initiatives among Philippine-based firms. Ronn Astillas, the Chairperson of the Philippine LGBT Chamber of Commerce, referenced this Index during the 1st Inclusive Philippines Business Summit while underscoring the persistent discrimination faced by LGBT individuals during the hiring process. This issue is further compounded by the presence of additional, often subconscious, barriers that recruiters may inadvertently or even deliberately impose on gender non-conforming applicants.
Once hired, queer employees in the Philippines confront a unique set of challenges. These challenges, deeply rooted in the country’s cultural fabric, often manifest as subtle yet persistent acts of homophobia. I have personally observed such instances, especially in my former government job, where a queer colleague endured a stream of vaguely homophobic remarks. While these comments might be perceived as harmless office banter, they were anything but for him. He regularly faced remarks insinuating that he was “bound for hell” due to his sexual orientation, that he was “too gay” to host events, or that he was a “shame” for not conforming to societal expectations by marrying a woman, despite his good looks. These remarks are just the tip of the iceberg.
Promoting gender-inclusive practices and policies, such as the use of preferred pronouns and gender-fair language, progressive dress codes, and facilities accommodating gender non-conforming individuals, was a subject our team attempted to introduce. However, we, as expected, encountered significant resistance in implementing these measures, underscoring the deep-seated challenges in transforming workplace environments to be truly inclusive and accepting.
It is crucial to acknowledge that the transformation of office culture within a government agency faces an additional hurdle that cannot be solely addressed by the willingness of well-intentioned rank-and-file employees.
Achieving these inclusive practices on a formal level, whether in government or the private sector, necessitates the existence of just legislation, particularly the SOGIE Bill. Despite the bill’s widespread support, significant delays by prominent figures in Congress have cast doubt on the prospects of creating safe workspaces for the LGBTQIA+ community. This uncertainty underscores the urgency of advancing legislative measures to protect the rights and well-being of LGBTQIA+ individuals in the workplace.
With this, I hold a deep appreciation for Villgro Philippines as my workplace. It not only boasts written policies on Justice, Equality, Diversity, and Inclusion as a gender-smart organization but also serves as an example of translating these policies into meaningful action. Villgro Philippines goes beyond mere rhetoric, actively championing gender advocacy through its work with enterprises owned by gender minorities and fostering a gender-inclusive work culture that continuously evolves.
This commitment is marked by an unwavering openness to each individual’s gender expression and a genuine dedication to learning from and supporting members of the LGBTQIA+ community. Such organizations, like Villgro Philippines, should ideally represent the norm in today’s workplaces, where diversity and inclusion are celebrated as fundamental values, rather than something one should consider themselves fortunate to be a part of.
Despite the challenges, hope persists for working-class queer Filipinos. Reflecting on my time in my previous workplace, I recall our successful efforts to conduct gender sensitivity training sessions that went beyond the traditional gender binary, embracing SOGIESC-inclusivity. What stood out was the genuine interest and willingness to learn and grow among government employees during these sessions. Many of their prejudiced behaviors stemmed not from hate, but rather from ignorance. Creating spaces for open and respectful discussions that set aside preconceived notions fosters progress.
While the journey towards the enactment of the SOGIE Bill may be long and challenging, every step taken by individuals and organizations to open their doors to people of diverse SOGIESCs represents a stride toward the realization of its importance by those in positions of power. These efforts are integral to building a more inclusive and accepting society for all.
To every queer Filipino out there, facing the daily grind to earn your paycheck, you are an inspiration. Keep on werking it, hunty!
As for the legislators delaying the SOGIE bill to oblivion? It’s high time they better work.
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About the author
Melvin Mota is the Executive Assistant to the Co-founder of Villgro Philippines, and essentially the go-to person for all things related to high-level management. His expert handling of complex timelines, expert skills at multitasking, and uncanny ability to adapt to an insanely fast-paced growth environment make him a valuable asset to the team.
Connect with Melvin at melvin@villgrophilippines.org
