1

THE IMPACT OF GENDER DISCRIMINATION TO EMPLOYEES’

PERFORMANCE AT WORK

ANDY JAMES R. MANEGDEG

JULIE FE T. MANEGDEG
BRAYLLE GOLEZ
ANGELO CZAR BATEDIO
RYAN T. CAMANERO

RESEARCH PROPOSAL SUBMITTED TO THE FACULTY OF THE

PROFESSIONAL EDUCATION
DEPARTMENT OF PROFESSIONAL EDUCATION,
COLLEGE OF EDUCATION
CENTRAL MINDANAO UNIVERSITY, IN PARTIAL FULFILLMENT FOR
THE SUBJECT EDUC. 269

MASTER OF ARTS IN EDUCATION

MAJOR: MAED-ADSUP

DECEMBER, 2018
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 ii 3

DEDICATION

To our lovely wife, for their support, patience and understanding while
we were undertaking the Masters programme, and to our daughters and sons,
for the encouragement and inspiration.
 iii 4

ACKNOWLEDGEMENT

We are highly indebted to Dr. Virgencita B. Caro.As our instructor,

besides being busy with other duties, she always found time to offer
assistance to our research work.She helped us sail through the murky waters
of our Master study. May God bless her abundantly.Our endlessly gratitude
also goes to our parents.They critiqued our thinking and provoked us to think
which guided our research foundation.They shared great ideas with us so
sincerely that we came out a more mature students.God bless them.

We also thank other people, who unlimited help in our studies and the
encouragement which built us up academically. God grant them His mighty
strength in their lives. To all those who gave constructive criticism, comments,
and compliments, we highly appreciate. Finally yet importantly, our thanks go
to our brothers and sisters for their thought and contribution towards
completion of this study.
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ABBREVIATIONS & ACRONYMS

HRM HUMAN RESOURCE MANAGEMENT

HR HUMAN RESOURCE
MBA MASTERS OF BUSINESS ADMINISTRATION
IPCRF INDIVIDUAL PERFORMANCE COMMITMENT AND
REVIEW FORM
 v 6

TABLE OF CONTENTS

Dedication………………………………………………………………..ii
Acknowledgements…………………………………………………….iii
Abbreviations……………………………………………………………iv
List of Tables…………………………………………………………….v
List of Figures…………………………………………………………..vi
Table of Contents……………………………………………………….vii

CHAPTER ONE: INTRODUCTION

1.1Background of the Study………………………………………….1-2
1.2Statement of the Problem………………………………………….2
1.3 Objectives of the Study…………………………………………….2
1.4 Significance of the Study…………………………………………..3
1.5 Scope and Delimitation of theStudy……………………………..3-4
1.6 Definition of Terms………………………………………….………4

CHAPTER TWO: THEORETICAL FRAMEWORK

2.1 Review of Related Literature……………………………………..5-8
2.2 Conceptual Framework……………………………………………8-9
2.3 Research Paradigm………………………………………………..10
2.4 Research Hypothesis……………………………………………...10

CHAPTER THREE: METHODOLOGY

3.1 Research Design…………………………………………………..11
3.2 Locale of the Study………………………………………………..11
3.3 Respondents of the Study………………………………………..11
3.4 Sampling Procedure……………………………………………….12
3.5 Research Instrument………………………………………………12
3.6 Scoring Procedure…………………………………………………12-13
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3.7 Data Gathering Procedure………………………………………..13

3.8 Statistical Treatment………………………………………….…...13-14

CHAPTER IV: PRESENTATION, ANALYSIS AND INTERPRETATION OF

DATA
Presentation and Interpretation of Data…………………………….15-20
Summary of Gender Discrimination………………………………….21
Performance Rating of Teachers……………………………………..21
Descriptive Statistics…………………………………………………...21
Correlations………………………………………………………………22

CHAPTER V: SUMMARY, CONCLUSION AND RECOMMENDATION

Introduction………………………………………………………………23-24
Relationship between Independent and Dependent Variable...25
Conclusion……………………………………………………………….25
Recommendation……………………………………………………….25
Bibliography………………………………………………………….….26-27
Appendices
Appendix I Questionnaire
Appendix II Letter of Permission to the Teachers
Appendix III Letter of Permission to the School Head
 vii 8

List of Tables

Relationship…………..……………………………………………………..….16-17
Placement/ Work Assignment……………………………………………..….17-18
Remuneration………………………………………………………….……….18-19
Benefits and Privileges…………………………………………………………..19
Performance Appraisal………………………………………………….………..20
Summary of Gender Discrimination……………………………………………..21
Performance Rating of the Teachers in their Work…………………………...21
Descriptive Statistics………………………………………………………………22
Correlations between Gender Discrimination and Teachers’ Performance..22
 viii
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List of Figures

Figure of the Relationship of Independent and Dependent Variable...10

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CHAPTER ONE: INTRODUCTION

Background of the Study

Equal opportunity is a stipulation that all people should be treated

similarly, unhampered by artificial barriers or prejudices or preferences,
except when particular distinctions can be explicitly justified. Gender
discrimination is a pressing issue of the on-going working environments. It
negates equality of opportunity or treatment in employment and occupation in
the organization (Institute of Management and Administration, 2003). The
complexity of real working life often makes it difficult to pinpoint discriminatory
practices. There is a reason to believe that the most cases of direct and
indirect discrimination go unrecorded or even unnoticed.
Gender discrimination has been for some time a primary concern in
Philippine legislation, laws and practices. The Constitution of 1987 set the
tone and framework for a broad range initiative in support to gender equality.
The Philippine Labor Code is very specific in defining prohibited forms of
discrimination against women: payment of lower compensation to women
against men for work of equal value, favoring male employees, as regards to
promotion, training and development and etc.

Gender is more than an identity possessed by an individual; it is a

process that structures social relationships and social behaviors in the
aggregate form. The social definition of gender represents the gendered
expectations and experiences of men and women in a particular society, at a
particular point in time. Discrimination on the basis of gender or sex is the
most deteriorating for any organization, since it has long lasting implications
on the entire society and specifically on the organization in which these issues
takes place (Goktepe, Craig, 1989).

Discrimination sees no gender, therefore this research study is not

gender biased but has taken into account the problems faced by both
 2 2 11

genders. It only shows the point of differences between genders, regarding

the treatment of the opposite one.

Statement of the Problem

This study aims to find out the impact of gender discrimination on

employees performance at work. Specifically this study will seek to answer
the following question:
1. What level of gender discrimination exist in the following areas?
1.1 Relationship,
1.2 Placement/ Work Assignment,
1.3 Remuneration (Wages/Salary),
1.4 Benefits and Privileges, and
1.5 Performance Appraisal
2. What is the performance of the employees in their work?
3. Is there a correlation between gender discrimination and employees’
performance?

Objectives of the Study

This study seeks to find out the impact of gender discrimination to

employees performance at work. Specifically, the study aimed to:
1. Assess gender discrimination on the following areas.
1.1 Relationship,
1.2 Placement/ Work Assignment,
1.3 Remuneration (Wages/Salary),
1.4 Benefits and Privileges, and
1.5 Performance Appraisal.

2. Evaluate the performance of the teachers.

3. Correlate the performance of employees to gender discrimination.
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Significance of the Study

The study contains information useful for Human Resources

Management in regards to gender discrimination on employees at work. The
findings of the study have some implications for all the process of acquiring
knowledge as it will give insight into the importance and procedures in
promoting employees welfare. The study is significant to the following entities:
Human Resource Management
This study will give a broader sense that HRM plays a very important
role in promoting and managing the welfare of the employees.
Employees/Teachers
The employees are the direct recipient of the study. This would be a
chance for them to evaluate the treatment of the HR Management in an
objective way, a means to help their HR Management to provide them the
most appropriate treatment to ignite their performance to the organization.
School Administration
It will help school administrators in casting some light on the extent of
making HR Management be functional in managing employee welfare.
Community
The community contributes an important role in supporting the actions
undertaken by HR Management in promoting employees welfare.
Researchers
This study will serve as an enlightenment and enrichment in
understanding more the impact of gender discrimination among the
employees in relation to their performance.
Future Researchers
This study will serve as a reference for further study if they
make/conduct researches similar in nature.
Scope and Delimitation of the Study

The study will focus on the determination of gender discrimination

based on the treatment of Human Resource Management on the area of
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Placement/Work Assignment, Remuneration (Wages), Benefits and

Privileges, Performance Appraisal, and its impact to their performance.
Definition of terms

The following significant terms are defined operationally as how they

are used in this study.
Gender refers to the social difference between men and women that
are learned changeable over time and have wide variations both within and
between cultures. In the study, gender is used to identify the difference
between a man and a woman and to differentiate the roles of being a man
and a woman.
Discrimination refers to any distinction, exclusion or preferences
made on the basis of race, colour, sex, religion political opinions and social
origins. In the study, discrimination is used as an inequality and quality of a
man and a woman towards work or shall we say as gender bias towards work.
Placement refers to an act of putting employee in a certain task or job.
Placement is used in the study in identifying the workplace or designated
assignment of a man and a woman in a work or identifying the area/ locations
of the employee in the study.
Remuneration refers to an amount of money paid to someone for the
work that a person has done. In the study, remuneration is used in identifying
the pay that employees have received based on their performance in their
work.
Benefits refers to privilege, right or financial reimbursement provided
by employer in addition to wages or salary of employee. In the study, benefits
is used to give emphasis on the benefits and privileges that employees
received in their job.
Performance Appraisal refers to the systematic evaluation of the
performance of employees and to understand the abilities of a person for
further growth and development. In the study, performance appraisal is being
used to identify the ratings of the employees based on their jobs/ services that
they rendered.
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CHAPTER TWO: THEORETICAL FRAMEWORK

This chapter deals with the review of related literature and studies,
conceptual framework, research hypothesis, and research paradigm.

Review of Related Literature and Studies

Laufor (2002) says that no law has ever attempted to define precisely
the term “discrimination” in the context of employment. It is defined as the
giving of an unfair advantage (or disadvantage) to the members of the
particular group in comparison to the members of other group. The
disadvantage usually results in the denial or restriction of employment
opportunities or discrimination in the terms of benefits of employment.
Research shown that the ways that men and women are treated
differently in the workplace can be nearly imperceptible at the level of the
individual and emerge only when aggregated across individuals (Heilman &
Welle, 2005). It has been argued that gender discrimination is difficult to
perceive because it accounts for a small portion of variance in organizational
decision-making (Barret & Morris, 2003).

Placement or Work Assignment

Empirical assessments of gender discrimination almost always

measure differences in the work assignment of men and women (Reiss 1961,
pp. 10-11; Miller et al. 1980, p. 216). Almost every job involves some tasks
and skills that are not easily transferable across work settings, so
occupational boundaries are never clear-cut.

Title VII of the Civil Right Act of 1964 stipulated that employer must not
base work assignment on stereotypes and assumptions about a person's
race, colour, religion, sex, national origin, age (40 or older) and disability. For
it would deprive any individual of employment opportunities or otherwise
 615

adversely affect his or her status as an employee. In addition, employees

should be place or given work assignment based on his/her character or
ability not with his/ her gender.

Remuneration (Wages/Salary)

According to Gerlach 1987; Jirjahn and Stephen 2004, the relationship

between gender and the system of pay refers to the fact that in average,
women earn less than men do. Studies shows that there is a notable gender
wage differential, may result from gender specific wage discrimination. If the
efficiency of women is on average, lower, or has a higher discrepancy than
the productivity of men, then firms will pay higher wages to men. However,
personal preferences and prejudices of superiors might be another cause for
biasness, incentive systems such as promotions, merit pay and piece rate are
based on performance measures. Some performance measures provide
discretion in performance assessment for supervisors. This discretion may
result in performance appraisal based on superior’s subjective opinions and
preferences towards subordinates. If performance measures differ in the
degree of discretion, women who are subject to discrimination by superiors
will sort into those pay schemes based on performance measures associated
with less uncertainty

According to Lahle Wolfe 2016, men are not supposed to be paid more
for performing a particular job just because they are men. If a woman works
the same hours, performs the same tasks, and has to meet the same goals
for her employees as a man does, she is entitled to equal pay. When women
are paid less than men- based on their gender-it is a form of sex
discrimination and it is illegal.

A number of policies have been besieged for gender discrimination in

the labour markets. The Equal pay of 1963 describes gender-based pay
discrimination among employees within the same establishment, who do
“substantially equal” work.
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Benefits or Privileges

Employee benefits or privileges are indirect forms of compensation

provided to employees as part of employment relationship. It exists in
companies worldwide but the types and levels of benefits vary greatly from
country to country. Providing benefits and welfare to employees are intended
to increase efficiency, employee satisfaction and gain employer
attractiveness.

The male-female difference in wages is also noticeable in benefits. The

gender gap in benefit levels is largely explained by gender differences in
income. Therefore, lower wage lowers lifetime earnings, and result in lower
pension reimbursement upon retirement. For some women the lack of
adequate physical conditions and health pension benefits from their job is a
serious problem. (Solberg and Laughlin 1995: Even and Macpherson 1994.)

On legal basis men and women should have equal access on benefits.
Employers are also required by law to provide all employees with Social
Security, Worker’s Compensation and Medical and Family Leave. Thus,
organization must not use the employee’s gender as the basis of providing
more limited benefits for it is unlawful. That is the rationale of Equal
Employment Opportunity Laws.

Performance Appraisal

Performance Appraisal is a process of assessing employee

performance by way of comparing present performance with already
established standards which have been already communicated to employees,
subsequently providing feedback to employees about their performance level
for the purpose of improving their performance as needed by the organization.
Performance appraisal helps to identify those who are performing their
assigned task well and those who are not and the reasons for such
performance.
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Longitudinal studies have been carried out (Olson and Frieze, 1987;
Wallace, 1989) analysing, the professional careers of men and women with
the same training (graduates if MBA). These have found that, in spite of
having the same qualifications, the same professional ambitions, the same
devotion to their jobs and assuming that at the start of their careers they had
all similar status and salaries, the careers developed differently. The men
were promoted faster and end up at higher level and with better pay than the
women. The only possible explanation for these differences was, and is, what
has been called the “glass ceiling”. Morrison et al, 1987 explains that there is
barrier of procedures, power relations, beliefs, etc. that make it difficult for
women to reach management positions. According to Baxter and Wright, 200,
if we take the term literally, the glass ceiling implies the existence of a barrier
that prevents women from moving upward. Below, it women progress and are
promoted, but above it promotion is impossible. However, most of the
literature takes it to mean a situation in which women finds themselves at an
increasingly disadvantage with regards to men as they rise in the
organizational hierarchy.

Conceptual Framework of the Study

The study was mainly anchored on the Equity theory of John Stacey
Adams (1963). Equity theory states that when people find themselves in
situations of inequality or unfairness, they are motivated to act in ways to
change their circumstances. Equity theory typically addresses broad, overall
organizational issues, such as pay and benefits, working conditions, and
advancement. However, equity theory is quite relevant to individual’s
9

supervisors. Some supervisors may be in a position to influence employee

pay and promotion when supervisors feel that these are inequitable.

This theory also proposes that individuals should evaluate their

investments/inputs (education, experience) and results compare them to
those of other persons in similar conditions and, based on this comparison;
 9 18

they should assess the degree of satisfaction with their work place (Terborg
and Ilgen, 1975). If they find the results of this evaluation to be fair, individuals
should be satisfied; on the contrary, if they perceive disproportionate
differences, individuals should act in order to eliminate the source of inequity.
It is worth mentioning that inequity can create a feeling of
discontentment/dissatisfaction among individuals that are not directly affected
by the perceived inequity.

Based on the aforementioned theory, there is the possibility for women

to be disproportionately rewarded compared to men (better salaries, career
advancement opportunities) even when they obtain the same results, if those
employers prejudiced against women consider that female managers have
made a greater effort in order to make up for the lack of qualifications
(investment/input). Unfortunately, the same negative preconceptions (female
managers are ill prepared) can result in limited rewards for women, if only the
perceived inputs and not the obtained results are taken into account (starting
from the perception that men are better prepared, it is deemed that their
results should be more valuable and therefore men should be rewarded
accordingly). Gender discrimination in management, as a result of the
abovementioned mechanisms, is described in the relevant literature with the
help of several concepts: (1) the glass ceiling referring to the
underrepresentation of women in management positions, (2) the glass cliff
referring to the overrepresentation of women in precarious management
positions, and (3) the glass escalator which refers to the greater opportunities
for promotion enjoyed by men in female dominated professions.
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Research Paradigm

Independent Variable Dependent Variable

Gender Discrimination:

 Relationship,
 Placement/Work Assignment,
 Remuneration
(Wages/Salary),
 Benefits and Privileges, Performance of Employees
 Performance Appraisal

Figure 1. Schematic diagram of the study showing the relationship between

the independent and dependent variables.

Research Hypothesis

The following null hypothesis is formulated below:

Ho1: There is no correlation between performance of employees and gender

discrimination.
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CHAPTER THREE: METHODOLOGY

This chapter deals with the discussion of the research design, research
locale and subject of the study, statistical or research instrument, the scoring
procedure, and the statistical treatment of data.

Research Design

This study is quantitative in nature. Quantitative is used to quantify the

problem by a way of generating numerical data that can be transformed into
usable statistics. Thus, it used to quantify the perceptions of the employees in
regards to gender discrimination and its impact on employees performance at
work. It makes use of descriptive-correlational design.

Research Locale

This study was conducted at Lurugan National High School of District

II, Valencia Division. It was located at Barangay
Lurugan,Valencia,Bukidnon.The school composed of 41 teachers specifically
ten (10) males and thirty (30) females under the supervision of Dr. Arlene V.
Belisario,the school principal.

Participants of the Study

The participants of this study were the employees of Lurugan National

High School of District II, Valencia Division. The participants of the study were
determined based on the actual number of the general list of employees in the
school. There were ten (10) male and thirty (30) female teachers who became
the participants of the study.
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Sampling Procedure

The study uses the quota sampling technique wherein respondents

having a total population of 40 were chosen. Both of them are having different
characteristics and gender differences between a male and a female. Quota
sampling in this study is used because the researcher targeted 40 samples in
gathering data.

Application of quota sampling in this study ensures that sample groups

represents certain characteristics of population chosen by the researcher. All
of the 40 respondents were selected to answer the questions given to them.
All the questionnaires were distributed and answered by the respondents
properly.

Research Instrument

The data of the study was done through the use of

questionnaire. The questionnaire is an instrument that measures the attitude
and perception of the employees of Lurugan National High School of District
II, Valencia Division on the level of gender discrimination and its impact on
employees’ performance at work based on the treatment of Human Resource
Management on the areas of Placement/Work Assignments, Remuneration
(Wages), Benefits and Privileges, Performance Appraisal.

The research instruments used in the study were modified to 18 items

highly relevant indicators.

Scoring Procedure

In scoring the responses of the respondents, the following numerical

values are assigned to each response as follows:

5 Highly Discriminated

4 Discriminated

3 Moderately Discriminated

2 Least Discriminated
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1 Not Discriminated

The following limits of the corresponding qualitative description are

used to determine the impact of gender discrimination on employees’
performance at work. These numerical boundary limits adapted from Garret
(1966).

Scale Limits Qualitative Interpretation

5 4.20 – 5.00 Highly Discriminated

4 3.40 – 4.19 Discriminated

3 2.60 – 3.39 Moderately Discriminated

2 1.80 – 2.59 Least Discriminated

1 1.00 – 1.79 Not Discriminated

Data Gathering

The study used the survey questionnaire in gathering the data. The
questionnaires will be the basis in finding out the impact of gender
discrimination to employees’ performance at work. The 40 respondents
coming from Lurugan National High School will be the one to answer the
questionnaires given to them for us to come out with the data. For us to
gather data we, as the researchers give letter of consent to the school
principal, asking for permission in administering the questionnaire.

Statistical Treatment

The following statistics were used:

Weighted Mean

Weighted Mean is defined as the summation of the observe values

multiplied with the allocated weights which is divided by the summation of the
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observe values. Weighted Mean is most computed with respect to the

frequency of the values in a data set.

Pearson Product – Moment Correlation Coefficient

Pearson Product – Moment Correlation Coefficient (sometimes referred

to as the PPMCC or PCC’s, and typically denoted by r) is a measure of the
correlation (linear dependence) between two variables X and Y, giving a value
between +1 and -1 inclusive. It is widely used in the sciences as a measure of
the strength of linear dependence between two variables.
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CHAPTER IV
PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA

This chapter presents the results and discussion from the survey
questionnaires collected to establish the variables that affect employee’s
performance at work. In this study, there are 40 respondents for which 10 are
males and 30 are females. Moreover, the average age of the respondents is
32.87 years old.

1. What level of gender discrimination exist in the following areas?

1.1 Relationship,
1.2 Placement/ Work Assignment,
1.3 Remuneration (Wages/Salary),
1.4 Benefits and Privileges, and
1.5 Performance Appraisal
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Table 1.1 Gender Discrimination in Relationship

Performance Indicator Mean Qualitative

Response Description

In my current workplace, I feel

that men and women are Least
treated equally. 2.1 Discriminated
Relationship There are specific fields in
which men and women are Moderately
not treated equally. 2.95 Discriminated
I feel that in my workplace
there is a gender inclusive Least
culture. 2.15 Discriminated
Men are better leaders than
women. Not
1.5 Discriminated
It is very likely to cause
problems if women are put on Not
top over men. 1.6 Discriminated
Over- all Result
2.06 Least
Discriminated

In the result of the survey about relationship, it was found that the
average answer of the respondents are “least discriminated” with the mean
response of 2.06. Based on the result we could say that men and women are
treated equally in their workplace.
According to the study of Brown et.al (2015), transparency in hiring
practices, evaluation processes, and salary scales have reduced the wage
gap, but have not eliminated gender bias. It indicates that gender bias
remains apparent within certain disciplines and among non- faculty personnel.
 17 26

Khandaker et.al ( 2013) suggest that it has been revealed in many empirical
studies that in spite of remarkable progress in some socio- economic
indicators for instance substantial reduction of poverty rate, increase in
enrolment rate ( both male and female) in primary and secondary level
schools, increase in women’s participation in labour forces etc. over last two
decades, still higher degree of gender gap persist in Bangladesh almost all
sectors like health, education, participation in labour force, and access to and
control over resources.

Table 1.2 Gender Discrimination in Placement/ Work Assignment

Performance Indicator Mean Qualitative

Response Description

There is an equal work assignment in my

Discriminated
organization regardless of gender. 3.8
There are specific fields in my organization
Moderately
where I was treated less favourably
Discriminated
because of my gender. 2.73
Placement/Work My organization does not consider gender
Discriminated
Assignment in delegating work assignments. 3.6
To prevent gender inequality pertaining
placement and work assignment, an
organization should offer gender equality
Discriminated
training and education. 4.15
I feel that I am less likely to get the chance Not
of having promotion because of my gender. 18
Discriminated
1.3 Discriminated

Over- all Result Moderately

Discriminated
3.12

In the result of the survey about placement or working assignment

respondents are “moderately discriminated” with the mean response of 3.12.
The table shows that respondents are moderately discriminated because of
 27
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having less specific fields that are favourably to gender with the response
mean of 2.73.The result are based on the run questionnaire that is reliable.

Table 1.3 Gender Discrimination in Remuneration

Performance Indicator Mean Qualitative

Response Description

There is a salary gap of the

Not
same level of work among men
Discriminated
and women in my organization. 1.45
I have been unfairly denied to a
Not
salary increase in organization
Discriminated
because of my gender. 1.3
Remuneration
I am satisfied with my salary with
Discriminated
or without gender discrimination. 3.78
Men do not do the housework
Not
and that men should earn a
Discriminated
higher wage than women. 1.38
It is very likely to cause
problems between men and
women of the same level if
Least
women earn more money than
Discriminated
men. 2.13
Over- all Result Least
Discriminated
2.01

Regarding with the remuneration or wages of the respondent, it was

found out that the respondents are not discriminated with 3 of the indicators.
This indicators talks about salary gap, unfairly denied of salary increase
because of ones gender and men should earn a higher wage than women.
 19
28

While on the other hand they are “discriminated” that they are satisfied with
their salary with or without gender discrimination.

Table 1.4 Gender Discrimination in Benefits and Privileges

Performance Indicator Mean Qualitative

Response Description
In my organization, granting of benefits Not
and privileges are based on gender. 1.28 Discriminated
Men and women in my organization have
equal benefits and privileges. 4.18 Discriminated
Benefits and I feel that I have limited benefits and Not
Privilege privileges because of my gender. 1.35 Discriminated
Men should be given more benefits and
privileges over women for they work more Not
of what is expected of them to perform. 1.28 Discriminated
Women should be given more benefits
and privileges over men for they work
more of what is expected of them to Not
perform. 1.35 Discriminated
Over- all Result Least
1.89 Discriminated

This table shows that, the respondents are” not discriminated “in
granting benefits and privileges that are based on gender, have limited
benefits and privileges because of ones gender.
Furthermore, the respondents are discriminated that men and women
in the organization should be given equal benefits and privileges in the
organization. It is also a known fact that the respondents are experiencing
good catering in the organization. These people are often found enjoying
while working in their respective duties and responsibilities.
 20 29

Table 1.5 Gender Discrimination in Performance Appraisal

Performance Mean Qualitative

Indicator Response Description
IPCRF Rating Highly
4.28 Discriminated
Performance Classroom observation Highly
Appraisal 4.2 Discriminated
Lesson Planning Highly
4.33 Discriminated
Classroom Structuring 4.13 Discriminated
Coordinator ships 4.13 Discriminated
Over- all Result Highly
4.21 Discriminated

In the result in terms of performance appraisal, the respondents are”

highly discriminated” that IPCRF Rating, classroom observation, and lesson
planning are the basis of the performance appraisal in the workplace. While
on the other hand, the respondents are “discriminated” that classroom
structuring and coordinator ships are also used in the finding out the
performance of men and women in the organization.
 21 30

Summary of Gender Discrimination

Mean Response Qualitative Interpretation
Relationship 2.06 Least Discriminated
Placement/ Work
Assignment 3.12 Discriminated
Remuneration 2.01 Least Discriminated
Benefits and Privilege 1.89 Least Discriminated
Performance Appraisal 4.21 Discriminated
Over- all Result 1.85 Least Discriminated

Based on the table, the summary tells us that the respondents have
least gender discrimination issues in their workplace. Both men and women
are treated equally in their workplace.
Performance Rating of the Teachers in their Work

Qualitative Range No. of Teachers

Interpretation
Outstanding 4.500- 5.000 14
Very Satisfactorily 3.500- 4.499 26
Satisfactory 2.500- 3.499 0
Unsatisfactory 1.500- 2.499 0
Poor Below 1.499 0

Based on the performance rating of the teachers there were 14

teachers got the “outstanding” rating and 26 teachers got “very satisfactory”
rating.
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Descriptive Statistics

N Minimum Maximum Mean Qualitative

Interpretation

Employees Rating 40 3.75 4.90 4.3568 Very

Valid N ( list wise) 40 Satisfactory

Based on table the average performance of the respondent is 4.90

which is nearly perfect since the highest performance rating is 5.0.

Correlation between Gender Discrimination and Teachers’ Performance

Correlations

Gender Discrimination
Employee’s Relationship Placement Remuneration Benefits Performance
Performance Appraisal
Employees 1 -.191 .238 -.055 -.092 -.173
Performance .237 .140 .737 .573 .285
Sig. (2- 40 40 40 40 40 40
tailed)
N

Correlation is significant at the 0.05 level (2- tailed).

Correlation is significant at the 0.01 level (2- tailed).

Based on the table above, it shows that the level of gender

discrimination exist in relationship, placement / work assignments,
remuneration, benefits and privileges ,performance appraisal and employees’
performance has no significant relationship with each other because the p-
value of the following is higher than the 0.05 level of significance.
 23
32

CHAPTER V
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS

The employees discrimination in work place were some issues arise,

hence this study provides insights on how gender discrimination affect the
employee’s performance.

Generally, this study has no gender discrimination to the teachers’

performance at work. Specifically the study sought to: Relationship,
Placement/Work Assignment, Benefits and Privileges, and Performance
Appraisal of the respondents that Relationship, Placement/Work Assignment,
Remuneration, Benefits and Privileges, and Performance appraisal affect
employee’s performance.

The respondents of the study were 40 for which 10 are males and 30
are females. Survey questionnaires was used to gather data. It was divided
into five relationships namely a) Relationship; b) Placement/ Work
Assignment; c) Remuneration; d) Benefits and Privileges; and e) Performance
Appraisal.

Relationship

The mean response is 2.06 which is “least discriminated”. It indicated

that men and women are treated equally in their workplace.

Placement/ Work Assignment

The mean response is 3.12 which is “moderately discriminated”. It

indicated that there is equality in work assignments and does not consider
gender in delegating work assignment.
 33 24

Remuneration (Wages/ Salary)

The mean response is 2.01 which is “least discriminated”. Regarding

with the remuneration or wages of the respondent, it was found out that the
respondents are not discriminated with 3 of the indicators. This indicators
talks about salary gap, unfairly denied of salary increase because of ones
gender and men should earn a higher wage than women. While on the other
hand they are “discriminated” that they are satisfied with their salary with or
without gender discrimination.

Benefits and Privileges

The mean response is 1.89 which is least discriminated. This table

shows that, the respondents are” not discriminated “in granting benefits and
privileges that are based on gender, have limited benefits and privileges
because of ones gender.
Furthermore, the respondents are discriminated that men and women
in the organization should be given equal benefits and privileges in the
organization. It is also a known fact that the respondents are experiencing
good catering in the organization. These people are often found enjoying
while working in their respective duties and responsibilities.

Performance Appraisal

The mean response is 4.21 which is highly discriminated. In the result

in terms of performance appraisal, the respondents are” highly discriminated”
that IPCRF Rating, classroom observation, and lesson planning are the basis
of the performance appraisal in the workplace. While on the other hand, the
respondents are “discriminated” that classroom structuring and coordinator
ships are also used in the finding out the performance of men and women in
the organization.
 25
34

Relationship between Independent and Dependent Variables

Based on the table above, it shows that the level of gender

discrimination exist in relationship, placement / work assignments,
remuneration, benefits and privileges ,performance appraisal and employees’
performance has no significant relationship with each other because the p-
value of the following is higher than the 0.05 level of significance.

Conclusion
The following were drawn from the finding of the study:

1. The respondents were discriminated that that gender discrimination were

occur and does not affect the performance rating in work place.
2. The performance rating of respondents were nearly perfect among the
respondent. Hence, there is no gender discrimination on the placement,
remuneration, benefits and privileges, and performance appraisal.
3. Of the respondents, gender discrimination was not correlated to the
performance appraisal among the employees.

Recommendations

1. Employees may have a harmonious relationship among co- employees in

work place.
2. Employer may emphasized the nature of job task that concerned the gender
sensitivity.
 26
35

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 37

Appendix I Questionnaire

THE IMPACT OF GENDER DISCRIMINATION TO EMPLOYEES’

PERFORMANCE AT WORK

Please answer the questions honestly and completely. The data gathered
shall be used solely for this study only. Any personal information that may be
given shall be kept with absolute confidentiality.

Name
(optional):___________________________________________________

Name of School: _____________________________________________

Address: ___________________________________________________

Gender : ___ Male ___ Female

Department/ Designation : ___________________

Employment Status : ___________________

Length of Service : ___________________

Direction: On the right hand column, kindly check the level of gender
discrimination exist in the following areas in your organization.

5- Highly Discriminated

4- Discriminated

3- Moderately Discriminated

2- Least Discriminated

1- Not Discriminated
 38

Appendix II

Central Mindanao University

Musuan, Bukidnon

November 11,2018

To All the Teachers of Lurugan National High School

Lurugan,Valencia City, Bukidnon

Dear Sir/ Ma’am:

Praise be Jesus and Mary!

We are humbly knocking at your heart for your fullest cooperation in our study
entitled “The Impact of Gender Discrimination to Employees’ Performance at
Work”.
Please give a time to answer this questionnaire pertaining to our study, as a
requirement of our course in Educ 269.

We assure you, that your answers are highly appreciated and will be kept
confidential. All responses will be used for this research study.

Thank you and God bless you always.

Truly yours,

The Researchers
 39

Appendix III

Republic of the Philippines

Central Mindanao University
Musuan, Maramag Bukidnon

November 11,2018
Dr. Arlene V. Belisario
School Principal
Lurugan National High School
Lurugan, Valencia, Bukidnon

Dear Ma’am:

My pleasant and warm greetings!

The undersigned graduate student of Central Mindanao University is

presently conducting a study entitled “The Impact of Gender Discrimination to
Employees’ Performance at Work”, in partial fulfilment of the requirements of
the subject of Human Resource Management. In view thereof, may we
request your kind office to allow us to float our questionnaires to your school.
All the information, which the respondents will provide is relevant to this study.
The intent of this survey is to find out the impact of gender discrimination on
employees performance at work in order to assess gender discrimination and
evaluate the performance of the teachers.

Rest assured that all the responses will be treated with utmost
confidentiality and will not be used in any way to harm both parties.

Thank you and may God showers you manifold blessings.

Very truly yours,

The Researchers

NOTED:

VIRGENCITA B. CARO, Ph., D.

Educ 269 Instructor
 40

PERFORMANCE
INDICATOR

PERFORMANCE
INDICATOR

PERFORMANCE
INDICATOR