RACIAL DISCRIMINATION AND INEQUALITY

1) Employment
2) Rights and Privileges
3) Unfair court proceedings
4) Education

SEX- refers to the biological differences between males and females, such as the genitalia and
genetic differences.

GENDER is more difficult to define, but it can refer to the role of a male or female in society, known
as a gender role, or an individual's concept of themselves, or gender identity.

Gender Identity Terms:

Rights and Identity

Our gender identity is how we feel in relation to being male or female - and there are different terms,
descriptions and labels for different types of gender identities. We describe some of these terms.

Agender 
Not having a gender or identifying with a gender. They may describe themselves as being gender
neutral or genderless. 

Bigender 
A person who fluctuates between traditionally “male” and “female” gender-based behaviours and
identities.

Cisgender 
A person whose gender identity and biological sex assigned at birth are the same. For example they
were born biologically as a male, and express their gender as male. 

Gender Expression
The external display of one’s gender, through a combination of how they dress, how they act and
other factors, generally measured on scales of masculinity and femininity.

Gender Fluid
A mix of boy and girl. A person who is gender fluid may always feel like a mix of the two traditional
genders, but may feel more man some days, and more woman other days.

Gender queer
A gender identity label often used by people who do not identify with being a man or a woman, or as
an umbrella term for many gender non-conforming or non-binary identities.

Intersex
A person born with a reproductive or sexual anatomy that doesn’t seem to fit the typical definitions of
female or male. For example, a person might be born appearing to be female on the outside, but
having mostly male-typical anatomy on the inside.

Gender Variant
Someone who either by nature or by choice does not conform to gender-based expectations of
society 

Mx.
Is a title (e.g. Mr., Ms., etc.) that is gender neutral. Pronounced miks, (similar to Ms) it is often the
option of choice for folks who do not identify as cisgender.

Third Gender
A term for a person who does not identify with either man or woman, but identifies with another
gender. This gender category is used by societies that recognise three or more genders, both
contemporary and historic, and is also a conceptual term meaning different things to different people
who use it.

Transgender
A person who lives as a member of a gender other than that expected based on sex assigned at
birth.

Two-Spirit
Is an umbrella term traditionally used by Native American people to recognise individuals who
possess qualities of both genders

Ze / Hir 
Alternate pronouns that are gender neutral. Pronounced /zee/ and /here/ they replace “he” and “she”
and “his” and “hers” respectively. Alternatively some people who are not comfortable/do not embrace
he/she use the plural pronoun “they/their” as a gender neutral singular pronoun.

SEXUALITY

Romantic Orientation- Who you are romantically attracted to meaning wanting to be in a romantic
relationship with and is unrelated to sexual attraction.

Sexual Orientation- Who you are sexually attracted to meaning who you get turned on by or who
you would want to engage in sexual behaviors with.

*note all listed below are applicable also to romantic orientations. These take the prefix of the word
and the ending -romantic, i.e. heteroromantic, panromantic, aromantic.

Heterosexual- The attraction to a gender different from their own (commonly used to describe
someone who is gender binary [female or male] attracted to the other binary gender).

Homosexual- The attraction to a gender the same as their own (commonly used to describe
someone who is gender binary [female or male] attracted to the same binary gender). Sometimes
referred to as gay. Lesbian- Women who are attracted only to other women

Bisexual- When you are attracted to two or more genders. This term is generally used to describe
being attracted to men and women, but can apply to being attracted to any two or more genders.
Note that you do not have to be equally attracted to each gender.

Pansexual- When you are attracted to all genders and/or do not concern gender when you are
attracted towards someone
Bicurious- People who are open to experiment with genders that are not only their own, but do not
know if they are open to forming any sort of relationship with multiple genders.

Polysexual- When you are attracted to many genders

Monosexual- Being attracted to only one gender

Allosexual- When you are not asexual (attracted to at least one gender)

Androsexual- Being attracted to masculine gender presentation

Gynosexual- Being attracted to feminine gender presentation

Questioning- People who are debating their own sexuality/gender

Asexual- Not experiencing sexual attraction (note that you can also be aromantic and you do not
necessarily have to be asexual and aromantic at the same time). Sometimes the term, ace, is used
to describe asexuals.

Demisexual- When you only experience sexual attraction after forming a strong emotional bond first
or a romantic bond

Grey Asexual- When you only experience attraction rarely, on a very low scale, or only under certain
circumstances

Perioriented- When your sexual and romantic orientation targets the same gender (for example
being heteromantic and heterosexual or being biromantic and bisexual)

Varioriented- When your sexual and romantic orientations do not target the same set of genders (for
example being heteromantic and bisexual or being homoromantic and pansexual)
Heteronormative- The belief that heterosexuality is the norm and that sex, gender, sexuality, and
gender roles all align

Erasure- Ignoring the existance of genders and sexualities in the middle of the spectrum

Cishet- Someone who is both cisgendered and heterosexual. This is sometimes used as a slur.

Polyamorous- An umbrella term referring to people who have or are open to have consensually have
relationships with multiple people at the same time

Monoamorous- People who have or or open to have relationships with only one other person at a
time. The term, monogamous, is also sometimes used.

Queer- A reclaimed slur for anybody in the LGBT+ community or who do not identify as cisgender
and/or hetersexual/heteromantic

Ally- A supporter of the LGBT+ community that does not identify as LGBT+
 Does 'gender equality' exist in the Philippines?
Manila (CNN Philippines Life) — Sittie Norhanie Hamdag Lao was only 22 when she became the
youngest legislator in the Autonomous Region of Muslim Mindanao (ARMM). Prior to being a
legislator, Lao was the first female president of a student government body in the 50-year history of
Marawi State University.

“When I expressed my intention to run for the student body, people kept on pounding on me being a
woman, on my gender, instead of focusing on my merits,” she says. “I didn't really intend to win but at
the back of my mind, I just wanted to challenge the status quo.”

She shares how gender inequalities, while pervasive in the Philippines, can be even more apparent in
ARMM. “A lot of people from back home, they tend to mix cultural practices with religious practices.
There's nothing in Islam that really tells a woman that you cannot participate in politics,” she adds.

Lao is among the 10 youth ambassadors of the Investing in the Future of Young Pinays campaign, a
yearlong initiative of Edukasyon.ph — a social enterprise that helps young Filipinos connect with
universities, scholarships, study abroad programs, and other educational resources that can help
students in their careers — in collaboration with the Australian government.

The ambassadors, who come from different parts of the Philippines and work in diverse fields, from
arts and filmmaking to tech and civic service, will be talking to their respective communities about
their work in the hopes of inspiring and empowering other Filipinas to be leaders in their chosen
career.

‘Gender equality’ in the Philippines

While the Philippines boasts of being one of the most gender-equal countries in the world for the past
years, the most recent Global Gender Gap Index of the World Economic Forum shows the Philippines
slipping three spots from 7th place. The country still remains in the top 10, but the worsening
performance has been due to the wage inequality for similar work carried out.

The Philippine Institute for Development Studies also states that even when unemployment rates
dropped more rapidly for women than for men, authors of the study highlight that unemployment rate
is not always reflective of the working conditions of women, especially since it can make it seem that
“women in the Philippines who join the labor force have similar economic opportunities as men.”

In a report by HR in Asia, it was also found that 76 percent of female respondents in the Philippines
deal with inequality and prejudice in the workplace, with 17 percent admitting to being questioned
about their desire to have a family during the interview process.

These facts compounded by political leaders who have blatantly vilified women — such as President
Duterte previously saying that there are things women can’t do and jobs women can’t take on —
fueled more women’s groups and women’s initiatives that push back. And Edukasyon’s newly
launched campaign seems to be one of the several additions to the gradual strengthening of the
women’s movement in the country.

Addressing the gender gap

Audrey Pe, another youth ambassador, also seeks to disrupt the existing gendered expectations in
the workplace of her chosen field: technology. She started Women in Tech (WiTech), an organization
that hosts the first women in tech conference organized by students and for students in the country,
as well as outreach programs where they teach students in far flung areas the basics of computer
programming.

Through Edukasyon’s campaign, Pe believes that their role is primarily in informing Filipinas that
there are fields they can pursue which they may not be aware of yet or are too afraid to be a part of.
She adds that there is value in feeling represented, much as how she was inspired to build her
organization after meeting female leaders in tech.

“[Back then], I couldn't think what my future in tech would be like because I couldn't think of any role
models in the field,” she says. “Every time people talked about tech, it was always Mark Zuckerberg
or Bill Gates, so I couldn't really see myself in them when I looked at the news and saw articles about
them.”

Before creating WiTech, Pe Googled women who worked in the tech industry, reached out to them,
interviewed them, and put them on her blog. The many interactions she had with women in tech all
the more empowered her into believing that, indeed, she can thrive in this field. Her advocacy was all
the more fortified after knowing the gender pay gap in tech jobs.

“Women are paid 18 to 22 percent less for their counterparts of the same exact position and work that
they do,” she shares. “Instead of waiting for the gap in tech to close itself, instead of shifting into a
different field, I decided I wanted to do something about it. I saw the potential of tech to be used to
make a difference.”

Importance of women’s initiatives

According to Sen. Risa Hontiveros, one of the champions of women’s rights in the country, initiatives
like these are essential in that they mirror the powerful relations among women in real life.

“It really counts not only because it makes us feel good, but because we really try to change the way
things are and the way things are presumed,” she says. “In a recent forum, I was asked why men
tend to support each other but we women we all have crab mentality, etc. I don't think that's accurate.
I think it's natural for us also to support each other and we need to really strengthen that.”

Hontiveros is also one of the few female legislators who has risen the ranks in politics. Even when it
looks like the Philippines is progressive for having been able to produce two female presidents, and
having a number of women in upper and lower houses, she says that there are still very few women
who have really shattered the glass ceiling.

“I think that's a very important height to conquer, not just for the symbolism of it, but because if we
women can take our place at all levels, for example, in the private sector, including at the top level,
then also from the top level, we can shape policy, we can cascade programs,” she explains.

Gender Sensitivity vs. Gender Responsiveness and Stereotyping

Gender sensitivity is the act of being aware of the way people thinks about gender, so that every
individual rely less on the assumptions made from the traditional view on the roles of men and
women.

Being gender-responsive means that rather than only identify gender issues or work under the “the
do not do harm” principle, a process will substantially help to overcome historical gender biases—to
“do better,” so to speak—in order for women to truly engage and benefit from these actions.
Gender stereotyping refers to the practice of ascribing to an individual woman or man specific
attributes, characteristics, or roles by reason only of her or his membership in the social group of
women or men. Gender stereotyping is wrongful when it results in a violation or violations of human
rights and fundamental freedoms.

A gender stereotype is a generalized view or preconception about attributes or characteristics, or the

roles that are or ought to be possessed by, or performed by women and men. A gender stereotype is
harmful when it limits women’s and men’s capacity to develop their personal abilities, pursue their
professional careers and make choices about their lives.

Usual Gender Bias in workplace

1: Unequal pay
This one is obvious, but it's a challenge to solve. Why? Because the issue of pay equity between
genders goes all the way up the flagpole to the United States government. In fact, this is often a hot
button issue during political debates. The good news is you don't have to be a part of the issue. If you
hire engineers and/or administrators, make sure you base their pay not on gender, but on
performance and experience. The moment you allow gender to play a part in pay, you become part of
the problem.

2: Interview questions
This is a subtle one. Ask yourself one simple question: Do you interview men and women differently?
Do you ask women questions like "Do you have children?" or "Do you plan on having children?" Both
of those inquiries have zero business in an interview. Questions about family and family life should be
out of bounds--and in some cases, they're illegal. Whether a woman has or plans to have children
does not affect her skills any more than it does a man's. Once hired, if the issue of childbirth comes
up, deal with it in the moment. Do not predicate the hiring or firing of potential employees on the idea
that they may require maternity leave.

3: Diminished responsibilities
When you're unloading boxes of servers from a truck, if a woman wants to help, let her. Don't
offhandedly say, "We got this sweetums." You might be surprised to discover that some of the women
in your department can deadlift more than the men. This is the kind of subtle gender bias that shows
employees that inequality is accepted. The same holds true with standard positional responsibilities. If
you have two equally qualified administrators, one male and one female, give them equal
responsibilities. Period.

4: Restrooms
This one, I have found, is usually far less than subtle. I've worked in a couple of IT-related gigs where
it is clear that the majority of employees are men. To find this out, all you have to do is step foot in the
restroom. I actually worked in a place where the bathrooms were so disgusting, I'd walk down the
block to use another company's facilities. First and foremost, do not let your restroom reach this state.
Second, if you do... do not expect the women to clean them! The female admins and engineers are
not your maids or your mothers.

5: Conversations
Consider how you converse with your employees. Do you speak differently to the men and the
women? If you're unsure, the next time you are addressing the entire staff, take note--or record
yourself. Then, the next time you speak with a female staff member compare how you speak to her
versus how you addressed the entire team. What is different (if anything)? If you find that your style
differs between conversations with men and with women, make adjustments. This doesn't necessarily
mean you should start speaking to everyone as if you are speaking to a man. But if you find your style
of conversation is really suited only for male company, that is what you need to address. While in the
workplace, adopt a gender-neutral style of conversation.

6: Glass ceilings
Can your male and female employees climb equally high on the ladder of opportunity? If not, why?
What makes a male or female better qualified to climb higher in your company? If there is no
justifiable reason for this (and there probably isn't), remove that glass ceiling. Each employee,
regardless of gender, should have the same opportunity. All things being equal, men and women
should be able to reach as high as possible, given their skills and performance.

7: Positional bias
What makes a woman better suited to be a secretary or receptionist? Why shouldn't a man fill that
position? Why shouldn't a woman serve as your first line of security? This type of gender bias is
rampant in all types of businesses. Don't fall into the stereotype nightmare; otherwise, you might miss
out on hiring the best-suited applicant for the job. If you get a male and female applying for the same
position--be it secretary or security--hire based on who you believe can perform best based on skills
and past experience, not gender. Be open to men working in roles traditionally filled by women and
women placed in positions typically held by men.

8: Terminations
What are your reasons for terminating an employee? Have you ever fired a female employee for
asking to be treated equally? Have you ever NOT fired a male employee who was involved in sexual
harassment? The termination of employees needs to be handled without bias. If you fire XX for A,
you'd better be sure that XY would be fired for A as well. Rules and policies should apply for both
genders--across the board.

9: Outdated views
Let's face it. Society has changed a great deal over the last decade. If you're still holding onto views
that were popular in the nineties (or earlier), you are way behind. Consider this: I was once
associated with a company that required women to wear dresses and pantyhose. The men? There
was no dress code--it was assumed they would all wear khakis and button down shirts. The notion
that women should adhere to some outdated fashion standard--and similar kinds of obsolete thinking-
-should be eradicated from the workplace. Women can be professional without dresses and hose just
as men can be professional without a tie.

10: Sexual harassment

I would be remiss if I did not mention sexual harassment with regard to gender bias. It amazes me
that this type of behavior still occurs in the workplace. There is a reason why companies have had to
implement policies regarding sexual harassment. And because IT is such a male-dominant
profession, harassment is often either overlooked or not even perceived. This is the danger zone of
gender bias. Not only can it cause serious issues with your staff, it can come back to haunt your
company legally and in the court of public opinion. There are no circumstances where sexual
harassment should be permitted. None.

Trans woman Gretchen Diez: I didn't think I'd be treated like a criminal
MANILA, Philippines (UPDATED) – She thought she was safe.

Gretchen Custodio Diez, the transgender woman who was arrested Tuesday, August 13, recounted
how she was prevented from using a women's restroom in a Cubao mall in Quezon City.

She said she fell in line for the women's restroom at around 1:30 pm inside Farmer's Market in Cubao
when a janitress told her to step out and go to the men's restroom instead. She fought back at first,
and then restrained herself. As she started walking away, she realized she had to do something.

She decided to ask the janitress again why she was not allowed in the women's restroom. She took a
video of the encounter and this enraged the janitress, who "dragged" her to the security room to have
her arrested. She was detained by cops, cuffed and shamed.

Diez was brought from the mall to the Cubao police station. Police officers then brought her to the
Quirino Memorial Medical Center for her medical test, after which she was transferred to the Quezon
City Police District's Anti-Cybercrime Division in Camp Karingal.

Other Stories

Quezon City allocates nearly half of 2020 budget to social services

'We are balancing between growth of the city and the welfare of our people,' says Assistant City
Administrator for Finance Don Javillonar

Cop shot dead in Quezon City

Gunmen on a motorcycle shot and killed the police officer as he was driving along Barangay
Teachers Village on Tuesday night, November 5

Japan comfort women sue PH government at U.N. body

Having exhausted all channels, including a suit at the Supreme Court, Filipino women raped and
assaulted by Japanese soldiers in World War II run to the United Nations

She was eventually brought back to the Cubao station. Cops could not immediately decide what case
to file against her.

"Sa akin lang po, 'yung para kang shoplifter na kinakaladkad sa loob ng mall, na nakatingin sa'yo
'yung mga tao na hawak ka…. Hindi ko po maintindihan sa isang supposedly gender-fair na city, may
ganoon na tao na tatrato sa akin na para akong may ginawang krimen," a teary Diez told reporters on
Tuesday.

(For me, it was like I was a shoplifter being dragged inside the mall, with people looking at me as I
was being held.... I could not understand how, in a supposedly gender-fair city, there's a person who
would treat me like I committed crime.)

Diez said she regularly visited Cubao because she knew that discrimination is banned in Quezon
City.

Her arrest has triggered public outcry and calls for change from politicians. Bataan 1st District
Representative Geraldine Roman, the first transgender member of the House of Representatives,
visited Diez in the police precinct on Tuesday.

"I think it's about time that ordinances that we want to implement are not just on paper or just on
social media, but felt," Diez said.
Hours after her arrest, at around 11:30 pm, Diez walked free after the janitress decided to drop her
complaint. The janitress, in a written letter to Diez, apologized and said she was "willing to learn
LGBT rights."

Still, Diez vowed to "pursue legal action" to make sure that what happened to her does not happen
again to other trans women, even in other parts of the country. – Rappler.com

CR para sa gay at lesby

AKSYON NGAYON - Al G. Pedroche (Pilipino Star Ngayon) - August 17, 2019 - 12:00am
NAGBABAGO ang panahon. Ngayong lantad na at tang-gap sa lipunan ang mga beki at tibo,
panahon nang mag-lagay ng mga toilet sa mga publikong lugar para sa miyem-bro ng tinatawag na
third sex. Ito ay para makaiwas sa gulo.

Sabihin man na morally wrong, hindi maikakaila na aprubado na ng lipunan ang mga members ng
LGBT lalo pa’t ikokonsidera ang kanilang kontribusyon sa iba’t ibang larangan. Mayroon na nga
tayong Representante sa Ma-babang Kapulungan na isang trans-woman. Ngunit hindi naman ang
lahat ng kanilang gusto ay dapat pagbigyan.

Naging isyu nitong mga nagdaang araw ang mga tina-tawag na trans-woman na inaresto dahil sa
pagpasok­ sa CR na pambabae. May mga nagsasabing ito’y diskri­minasyon. Sabi naman ng Ilan,
tama lang na huwag pa­ya­gan sa lady’s room ang mga bakla kahit pa sila’y suma­ilalim na sa sex
change.

Kung sila ay papapasukin sa CR ng babae, paano ka makatitiyak na sila ay hindi mga manyak na
nagpapanggap na trans-woman para makapang-chancing?

Hindi natin masisisi ang sino man kung sila’y bakla o tomboy, pero wala silang karapatang pumasok
sa lugar, gaya ng public toilets na nakalaan lamang sa mga bio-lo-gical male or female. In the same
way na walang kara-patan ang lalaki na pumasok sa CR ng babae, and vice-versa.

May mga taong hindi komportable kung kasabay nila sa CR ay mga LGBT. Hindi ko nilalahat pero
minsan, may nakakasabay kang beki sa pag-ihi at mapapansin mong pasulyap-sulyap sa harapan
mo. Pero kung papayagan naman silang gumamit ng lady’s toilet, maaasiwa naman yaong mga
tunay na babaeng naroroon.

Nirerespeto ko ang mga LGBT members pero hara-pin natin ang katotohanan. Magpa-sex change
man ang isang bading o tibo, hindi siya puwedeng maging totoong babae o lalaki. Kaya sa ganang
akin, hindi puwedeng iklasipika ang isang nagpa-sex change bilang babae o lalaki kung hindi ito ang
kasarian niya nang siya’y ipanganak.

Dapat siguro, gawin na ring apat ang gender category: Idagdag sa male and female ang TW kung
tran-woman o TM kung trans-man.

Read more at https://www.philstar.com/pilipino-star-ngayon/opinyon/2019/08/17/1944135/cr-para-sa-

gay-lesby#ZluIFMbb8ar4Oyye.99