SDG 5 • Gender Equality

Advancing Gender Equality and Empowering Every Voice

The University of the Philippines fosters an inclusive and equitable academic community through gender-sensitive education, research, and leadership programs that uphold dignity, diversity, and empowerment for all.

Indicator 5.2.1 Proportion of women first generation

The University of the Philippines (UP) Los Baños is the constituent university with the highest percentage of first generation female university students at 41.4% or 706 of the total 1,705 female students.

Similarly, other constituent universities have also shown significant numbers in the admission of first generation female students. UP Cebu has indicated a 16.36% increase or 54 out of the 330 female students. UP Open University also registered a 16.1% increase or 41 out of 254 female students.

UP Visayas has also registered a 6.46% increase in first generation female students or 23 out of 356 female students. UP Manila’s numbers also indicate a 5.7% increase or 42 out of 741 female students, as well as UP Mindanao, which has shown a 1.6% increase in first generation female university students or 14 out 890.

References

Indicator 5.3.1 Tracking access measures

The University of the Philippines Visayas, which comprises the Iloilo City and Miag-ao campuses, has the highest number of female undergraduate and graduate students. Admission data for Academic Year 2023–2024 has shown that the number of female enrollees are now higher than the number of incoming male students. The trend is also visible even with the upperclasses in the constituent university, both in the graduate and undergraduate levels.

A notable exception to the trend is the first term freshman students taking up Computer Science, which has 31 male students and 17 female students. However, the numbers shift by the mid-year, with the class population showing 11 females and 8 males.

The Chemical Engineering program on the other hand showed an inverse phenomenon, with the freshie population in the first term showing 24 female students and 19 male students. The upperclass population however showed 85 male students and 73 female students. The higher number of male students vis-a-vis female students is retained even up to the mid-year term, where numbers show 35 male students and 23 female students.

References

Indicator 5.3.3 Women’s Access Schemes

The University has a number of programs providing access to women. Among the most notable for Academic Year 2023–2024 are the:

  • Adopt-A-Dormer Project. A project of the UP Sigma Beta Sorority with the Office for Student Housing of the University of the Philippines Los Baños (UPLB), wherein rent and cash allowance as well as groceries are given to financially-challenged female dorm residents.
  • Women’s Leadership in Disaster Risk Reduction. A two-day workshop on infant and young child feeding in emergencies and the role of women in building resilience within their households and communities was conducted by the UPLB Gender Center with other UPLB units, Institute of Food Science and Technology, and Institute of Human Nutrition and Food, as well as the the non-profit organization, Lactation, Attachment, Training, Counselling, Help Los Baños.
  • Undergraduate Scholarships. A total of 12 scholarship programs for various academic pursuits are given out yearly to deserving female students.
  • Department of Science and Technology-Science Education Institute (DOST-SEI) Capacity Building Program in Science and Mathematics Education of the. DOST-SEI, along with the National Consortium in Graduate Science and Mathematics Education and UP Open University offer scholarships to PhD students who pursue teaching in biology, chemistry, mathematics, and physics.

UGSAD Regional Gender Resource Network

UP Visayas is a member of the UGSAD Regional Gender Resource Network. UGSAD envisions a world free from violence and oppression, where everyone gets to live with their fundamental rights.

The network takes its name from the word ugsad in Hiligaynon, which means moon. In local lore, women are considered the moon, while men are considered the sun.

Founded in 1999, the network serves as a coordinating body of efforts and resources providing gender-responsive services in national government agencies, non-government organizations, local government units, academic institutions and other entities.

References

Indicator 5.3.4 Women’s application in underrepresented subjects

The University of the Philippines Open University (UPOU) strengthens its research culture through various grants and awards designed to promote inclusivity, collaboration, and academic excellence.

The Faculty Research Grant supports studies in open and distance learning, which reinforces UPOU’s commitment to gender equality and women’s empowerment; while the Collaborative Research Grant fosters interdisciplinary partnerships. The UPOU Professorial Chair Awards recognize achievements of faculty members in the arts and humanities, social sciences and philosophy, mathematics, natural sciences, technology, and general education. The Faculty Grant Awards recognize outstanding achievements of regular faculty members with the rank of assistant professor or higher.

UPOU also gives out the Gender-focused Research Grants (GFRG) through its Office of Gender Concerns (OGC) and the Research and Publication Committee. The GFRG’s aim is “to strengthen UPOU’s commitment to gender mainstreaming by conducting research . . . with the end goal of upholding equality and development among people of all genders, and especially promoting women’s human rights and welfare.” All UPOU faculty members; administrative staff; and research, extension, and professional staff are eligible for the grant. Cut-off for proposal submissions to the OGC is on every third Friday of the month. UPOU also gives out awards for outstanding research.

Celebrating Women’s Month with OPEN Talk on Women in Social Science Research

In celebration of National Women’s Month, UPOU held an episode of its OPEN Talk series titled, “Women in Social Science Research,” on March 22, 2024 via the UPOU Networks Facebook Page.

Aligned with Sustainable Development Goal 5 on Gender Equality, specifically indicator 5.3.4 or Women’s Application in Underrepresented Subjects, the episode aimed to recognize the contributions of women in advancing social science research through their perspectives, experiences, and advocacies.

The discussion featured three faculty members from the Diploma and Master of Arts in Social Studies Education programs: Dr. Gloria Luz M. Nelson, Associate Professor Myla M. Arcinas, and Assistant Professor Hanna May F. Rosario, with Assistant Professor Mark Pere Madrona serving as moderator.

The session explored the speakers’ career beginnings as well as the challenges they faced as women researchers. Nelson shared how her curiosity about human behavior sparked her pursuit of sociology and social science research. Arcinas discussed her leadership in a multi-country research project, emphasizing time management and collaboration as essential elements of successful research. Rosario, for her part, underscored the importance of maintaining work-life balance and protecting one’s mental health to sustain passion for research.

In offering advice to aspiring women researchers, the speakers highlighted how curiosity, collaboration, and self-awareness serve as foundations of meaningful inquiry. They urged young female scholars to engage in social research that promotes inclusivity and relevance.

Through initiatives like OPEN Talk, UPOU continues to empower women and educators to advance research, uphold gender equality, and contribute to achieving Sustainable Development Goals, particularly fostering innovation and inclusion through social science.

References

Indicator 5.4.1 Proportion of senior female academics

The University of the Philippines (UP) Open University has the most number of female academic personnel in proportion to the total number of senior academic personnel. With 68% or 20 out of 29, the virtual constituent university leads all of the university’s units.

UP Manila has the second most number of females in the senior academic personnel. About 55% or 334 of UPM’s senior academic staff are women. The health and sciences center has a total of 602 senior academic personnel.

In UP Visayas, more than half of its senior academic staff or 85 out of 167, are female. Senior academic staff of the university comprise 54.4% out of the total 307 academic personnel.

Around half of UP Mindanao’s (UPMin) senior academic staff or 19 out of the 37 personnel, are women. UPMin has a total of 107 academic staff members.
Meanwhile in UP Cebu, 44.9% or 57 out of the 104 senior faculty members are women. A total 104 out of 127 or 81.9% of its total academic personnel are senior members.

In UP Los Baños, 39 out of the 77 senior academic staff or 51% are women. The agriculture-focused constituent university only has 6.4% of its 1,205 academic personnel considered as senior academic staff.

Senior female academics refer to professors, assistant and associate professors and research staff as non-teaching fellows and postdoctoral researchers.

References
  • Office of International Linkages. (2025, October 13). [2026 Impact ratings collated evidence submission]. University of the Philippines, Office of the Vice President for Academic Affairs, Office of International Linkages.

Indicator 5.6.1. Non-discrimination policies for women

Aside from its established policy addressing sexual harassment within its community which was passed in 2017, the University of the Philippines (UP) continuously conducts awareness campaigns and relevant activities to ensure that the university is free from all forms of gender-based discrimination. For Academic Year 2023–2024, these were:

  • The forum “Leading Safe Spaces: The Role of Good Governance in Ending Violence Against Women,” held on December 6, 2023, at the GT-Toyota Asian Center (AC) Auditorium, UP Diliman. Organized by AC and the UP-Centre International de Formation des Authorités et Leaders Philippines, the event discussed the state of gender-based violence and violence against women in the Philippines, and the role of good governance in addressing these issues.
  • The UP Open University drafted a gender, diversity, and inclusion policy titled “PANTAY: Policy on Advancing Non-discrimination, Tolerance, Accessibility, and Yes to Equality.” The policy outlines institutional guidelines for gender mainstreaming across the university.
  • The Office of Anti-Sexual Harassment of UP Cebu launched its Speak UP webpage. It features updates on the office’s programs and activities against sexual harassment.

UP Visayas Holds ASH Orientation for Personnel

UP Visayas (UPV) organized an orientation on gender awareness, sensitivity, and anti-sexual harassment (ASH) for the personnel of the UPV College of Fisheries and Ocean Sciences on September 11, 2024 at the CFOS Audio Visual Hall, UPV Miagao campus. The activity was held in support of the university’s commitment to uphold the dignity and respect of human rights for all.

The orientation served as a platform to introduce the UP Anti-Sexual Harassment Code (UP ASH Code), the university’s guiding policy in addressing and preventing sexual harassment within the university.

Representatives from the UPV Gender and Development Program and the UPV Office of Anti-Sexual Harassment gave talks on gender awareness and sensitivity, and the university’s ASH initiatives.

The ASH orientation is among UP’s regular activities to ensure that its community is acquainted with the policies and programs governing its constituents.

References

Indicator 5.6.2 Non-discrimination policies for transgender

Seminars and workshops were conducted across the constituent universities for Academic Year 2023–2024, demonstrating the university’s steadfast commitment to upholding non-discrimination, equality, and the promotion of a safe and inclusive environment for all members of the University of the Philippines (UP) community. Among these were:

  • “A Response to Gender Bullying, Discrimination, and Harassment in the Workplace” held on July 9, 2025. Organized by UP Visayas, the event featured Giano Ray C. Potes, SOGIE and Training Officer of the UP Diliman Gender Office (DGO) and Anna Myrishia Villanueva, DGO Coordinator. Potes discussed the importance of gender equality, diversity, and social inclusion principles in fostering a productive and respectful work culture, while Villanueva guided participants on identifying, documenting, and addressing incidents of bullying and discrimination.
  • Seminar on Sexual Harassment Laws and the UP Anti-Sexual Harassment Code on November 22, 2023. Organized by the UP Los Baños (UPLB) College of Development Communication, if featured Renato Dumagco from the UPLB Office of Anti-Sexual Harassment as its resource person.

UP Visayas Promotes Gender-Fair Language and Inclusive Practices

UP Visayas (UPV) is actively promoting the use of gender-fair language by distributing copies of Gender-Fair Language: A Primer by Thelma B. Kintanar, published by the University Center for Women’s Studies of the UP System. Distributed by the UPV Gender Program, the primer serves as a guide for students; faculty; administrative staff; and research, extension, and professional staff to communicate in a way that respects all gender identities and promotes inclusivity.

UPV’s gender-fair policies and programs can be traced back to the memorandum issued by then UPV Chancellor Ricardo P. Babaran on September 2, 2019, requiring all units and offices to adopt gender-fair language in their communications and transactions. The policy was intended to promote UPV as a gender-responsive institution.

A copy of the primer is available to the general public through the Philippine Commission on Women’s website.

References

Indicator 5.6.3 Maternity and paternity policies

As a public institution, the University of the Philippines (UP) strictly adheres to maternity policies enacted by the government which support women’s participation in the university system. Among these are:

  • Civil Service Commission guidelines and the Philippine Labor Code maternity and paternity benefits have been expanded for all employees. Any period of the optional extended maternity leave beyond the 105 days shall not be considered as a gap in the service.
  • A UP System policy allows single mother employees additional 15 days maternity leave with full pay. Male employees are granted paternity leave with pay for a maximum of seven days to enable him to support his wife or legitimate spouse.

UP Protects Parent Employees with Expanded Maternity, Paternity Policies

UP promotes the professional and economic rights and welfare of its personnel. Through expanded policies, women’s participation in the workforce is further protected. These also guarantee that their pregnancy will not affect their job security.

As prescribed by the law, every female employee, married or unmarried, is entitled to maternity leave of a maximum of 60 calendar days with full pay.

With the Republic Act No. 11210, also known as the 105-Day Expanded Maternity Leave Law, parents are provided extended transition time to regain health and overall wellness, and assume maternal roles before resuming paid work.

As exercised by the entire UP System, female employees are now granted 105 days maternity leave with full pay for live childbirth regardless of the mode of delivery.

Female employees are also given the option to allocate up to seven days of their maternity leave to the child’s father, whether or not she is married to him, to assist in care and recovery.

The policy also emphasizes that full benefits are provided whether or not the pregnancy resulted in a successful birth. Sixty days of full pay is mandated in cases of miscarriage or emergency termination of pregnancy. This is to ensure ample recovery, transitioning, or grief period for the employee and her family.

The university guarantees that the availment of maternity or paternity leave shall not be used as basis for the diminution or reduction in rank, status or salary of the employee or termination of his or her employment.

References

Indicator 5.6.4 Childcare facilities for students

UP Open University Establishes Childcare and Lactation Facilities to Support Women and Working Parents

The University of the Philippines Open University (UPOU) has established facilities that promote the welfare of women, mothers, and working parents within the campus. These initiatives support the university’s advocacy for gender equality and align with Sustainable Development Goal 5 on childcare facilities for students. The project is also part of the university’s commitment to create a gender-responsive and family-friendly academic environment.

To assist student-mothers and employees, UPOU has set up a breastfeeding station at the office of the All UP Academic Employees Union-UPOU, located on the 2nd floor of the Main Building. The space provides a safe and private area for breastfeeding, is equipped with a refrigerator for milk storage and has available snacks for comfort. This initiative is in compliance with Republic Act No. 10028, or the Expanded Breastfeeding Promotion Act of 2009, which mandates government institutions to establish lactation stations for nursing mothers.

Recognizing the challenges faced by parents balancing childcare and academic responsibilities, UPOU also established a child-minding center or kids’ corner at the Office of Gender Concerns (OGC). This facility provides temporary care for the children of students, faculty, and staff while they attend classes or perform university duties. It supports the objectives of Republic Act No. 8980, or the Early Childhood Care and Development Act, which promotes accessible and sustainable early childhood programs across public institutions.

Further, through the OGC and Research and Publication Committee, UPOU provides grants for gender-focused research, reinforcing its dedication to creating equitable, nurturing, and empowering spaces for all.

References

Indicator 5.6.5 Childcare facilities for staff and faculty

The University of the Philippines (UP) supports parent-employees with childcare facilities set up across various constituent universities in the country.

  • The UP Los Baños Child Development Laboratory provides childcare for employee and staff dependents. The laboratory operates as an extension service and laboratory under the Department of Human and Family Development of the College of Human Ecology and is open to children ages four years old and above.
  • The CRÉCHE: UP Manila Early Childhood Care and Development Center provides childcare and early education to employees of the university and the UP Philippine General Hospital. It aims to build a community that hones creative thinking, critical reasoning, and effective communication, set in a safe and caring environment.
  • The UP Visayas Balay Balay Child Minding Center (BBCMC) is an extension project of the Gender and Development Program that prioritizes children between three to four years old, grandchildren and legal wards of UPV employees and UPV project-based personnel, and graduate and undergraduate students. Two BBCMC branches are operational in the Iloilo City and Miagao campuses.

UP Open University Encourages Holistic Care for Employees with Child-Minding Centers, Breastfeeding Stations

As mentioned in the preceding indicator, the UP Open University provides childcare facilities for students and employees of the university, such as a breastfeeding station and child-minding center. Aside from being a comfortable environment, the station also has a refrigerator for milk storage and offers snacks to those using the facility.

As mandated by the Republic Act No. 8980 or the Early Childhood Care and Development (ECCD) Act, a child-minding center or kids’ corner is also set-up at the Office of Gender Concerns. The law prescribes the institutionalization of a comprehensive, integrative, and sustainable National System for ECCD at the national and local levels of government, of which the university is part.

By ensuring that childcare facilities are available and well-prepared to accommodate parents and children, the university supports and encourages holistic development of its employees and their families.

References

Indicator 5.6.6 Women’s mentoring schemes

The University of the Philippines (UP) organizes female-centered discussions that provide mentoring opportunities and participation between female students and alumni. Among these are:

  • “Anything Goes: Conversations With Alumni,” held on February 29, 2025 by the University of the Philippines Diliman Applied Psychology Society. The event provided a platform where previous organization members shared their experiences, struggles, and winning moments to students.
  • “What’s Next: Women and Decent Work in the Philippine Tourism Industry,” a forum organized by the Asian Institute of Tourism of UP Diliman. Held on March 23, 2025 as part of the National Women’s Month celebrations, it discussed the challenges and opportunities in empowering women tourism workers in the Philippines. 87% percent or 40 out of 46 attendees were women who joined the discussion on issues and concerns in the industry and how the Institute can further enable female empowerment.

University of the Philippines Visayas Strengthens Gender and Development Program with Orientation and Workshop on the Formulation of 2025-2030 UPV GAD Agenda

In an effort to formulate the 2025–2030 UP Visayas (UPV) Gender and Development (GAD) Agenda, a GAD Program Orientation and Workshop was held on May 17, 2024 in Mandurriao, Iloilo City.

Eighty-five members, unit heads, and personnel representing the different colleges and units participated in the event, which assessed the current state, progress, and challenges in gender mainstreaming and also highlighted the need to ensure that university policies are gender-responsive.

The attendees, most of whom are GAD Focal Point System (GFPS) members, assessed the functionality of the system using the GFPS Functionality Tool. The participants were divided into three groups to evaluate specific areas: (1) Structure and Function of the GFPS; (2) Fulfillment of the GFPS Roles and Functions based on Structure; and (3) GAD-Related Competencies of the GFPS Members. A sharing session and plenary discussion followed.

Lorena T. Yunque, Member of the National GAD Resource Pool of the Philippine Commission on Women, served as the main resource speaker. She discussed key components of the GAD Agenda and the critical steps in its formulation. She also delivered a lecture on crafting a GAD mission, vision, and goals; prioritizing gender issues or GAD mandates; outlining GAD outcomes, indicators, baseline, and targets; and translating these into programs, projects, and services.

Participants drafted an action plan for formulating the 2025–2030 GAD Agenda. It was also decided that a planning team will be formed to develop a series of capacity-building workshops from July to August, focusing on capacitating the UPV GFPS in GAD agenda formulation.

The program concluded with a closing message from UPV Vice Chancellor for Research and Extension Encarnacion Emilia S. Yap, who emphasized integrating gender mainstreaming into the university’s culture across all UPV colleges and units.

References

Indicator 5.6.7 Track women’s graduation rate

In an effort to document the progress and contributions of its alumni to the Philippines and the larger global society, the University of the Philippines (UP) conducts tracking activities of its female and male graduates. The population data is also useful in identifying possible gaps in the university’s academic and social responsibility programs.

Female Graduates Take Lead in UP Visayas’s Academic Year 2023–2024

Graduation data of UP Visayas (UPV) for Academic Year 2023–2024 showed the lead of female graduates, comprising 546 out of the 772 total number of graduates across all degree programs.

Broken down per program, the data showed 460 females making up the 646 total graduates in the undergraduate level and 86 out of a total 126 in the graduate level.

Based on university statistics for 2023, UPV offers a total of 20 undergraduate and 12 graduate degree programs.

References

Indicator 5.6.8. Policies protecting those reporting discrimination

The University of the Philippines (UP) continues to adhere to policies and programs geared towards promoting gender equality and providing safe spaces for all individuals. These are underpinned by two policies which all units of the university adhere to:

  • UP Anti-Sexual Harassment Code of 2017. Approved by the Board of Regents in 1324th meeting on January 26, 2017, the code defines the forms of sexual harassment, the process for complaints, and the resolution of complaints. The code is intended to provide an environment which “values and upholds the dignity of every individual, and guarantees the full respect for human rights of all members of the UP community.”
  • UP Gender Guidelines of 2015. Approved by the UP Board of Regents on its 1309th Meeting on July 22, 2015, the guidelines define the university’s principles on gender and gender quality. It is also a manifestation of the university’s commitment to “provide an intellectual, healthy, gender-friendly environment that promotes gender equality within the premises and jurisdiction of the University.”

These two policies, along with Philippine laws, and regulations and memoranda promulgated by the government agencies mandated to promote gender inclusivity and protection, form part of the basis for the creation and implementation of a free and safe environment for all individuals in the university community.

References

Indicator 5.6.9 Maternity and paternity policies

The University of the Philippines (UP) observes and promotes maternity and paternity policies set by Philippine laws and government agencies.

  • UP adheres to the Philippine Civil Service Commission guidelines that direct expanded maternity and paternity benefits for all employees. It also states that any period of the optional extended maternity leave beyond the 105 days shall not be considered as a gap in the service.
  • UP also follows policies on paternity leave for adoptive parents, which is applicable if the adoptee is below seven years of age as of the date the child is placed under the custody of the adoptive parents through the Pre-adoptive Placement Authority issued by the Department of Social Welfare and Development.

UP Supports Inclusive Child Rearing with Paternity Leave for Male Employees

The university acknowledges the role of fathers not just in family development but in the safe, productive participation of their female partners in the workforce. UP actively supports national laws and policies that protect parents’ welfare, specifically through the paternity and maternity leave benefits included in their rights as employees.

Under Republic Act No. 11210, also known as the 105-Day Expanded Maternity Leave Law, parents are provided extended transition time to regain health and overall wellness as well as to assume maternal roles before resuming paid work.

A married male employee is granted paternity leave with pay for a maximum of seven days to enable him to support his spouse in nursing their newborn or in the spouse’s recovery on the occasion that the wife delivered a child or had a miscarriage. It can also be availed for the first four deliveries of the legitimate spouse with whom he is cohabiting. The leave may be availed continuously or intermittently immediately before, during and after the childbirth or miscarriage of his spouse.

Female employees are also given the option to allocate up to seven days of their maternity leave to the child’s father, whether or not she is married to him, to assist in care and recovery.

UP ensures that the availment of maternity or paternity leave shall not be used as basis for the diminution or reduction in rank, status or salary of the employee or termination of his or her employment.

References

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