I’m sure he meant it as a compliment but today, that would be a sexist comment, no matter the intention.
Though we have made great strides in the women’s movement, more work still needs to be done to achieve gender equality in the workplace, especially during COVID-19 pandemic.
Here in the Philippines, women remain under-represented in management, especially at the highest levels. 
A recent study by the International Labour Organization showed that while 83 percent of Philippine enterprises in the survey employed women as supervisory managers, and 66 percent employed women as middle manager, this number dropped to only 50 percent when it came to employing women as top executives.
As executive vice president for Client Operations in a tech firm, this wasn’t my only encounter with sexism.
I was very young when I started going up the ladder — 26 as senior manager, and 28 when I was appointed general manager.
My biggest challenge was not only because I was female, but also because I looked even younger than my age. To be taken seriously at the time, especially when I meet with clients or when I attend important meetings, I would take the time to wear heavier makeup in hopes that it would give me better credibility.
Still, I’m proud to say that through hard work and with the support of an organization that believes in women, I have been able to break through that glass ceiling.
Here are just a few of the lessons I learned to help empower women in the workplace, so more companies can reap the benefits of a more gender-inclusive workplace:
Firstly, and while this may sound cliché, it all starts with women believing in their leadership potential.
It is up to women to embrace their worth, know their capabilities and not be afraid to speak up, and raise their hands for a job they know they can do.
Don’t let society dictate what you can and cannot do, or what you should and should not be doing. Find what you are passionate about, and just go do it. Don’t be intimidated to enter any field, even those that are perceived to be male-dominated — like tech — because at this point, every field is male-dominated.
One thing women may not realize is their natural leadership potential because they are already leaders in their own homes.
This can be an opportunity to educate people on the value of women — start with your children. Educate your kids on what is, and not on what was, perceived to be the roles of women at home, at work, or in society.
And don’t neglect your partner as well; don’t underestimate the importance of having men as allies. I am lucky to have found a partner who values my worth, and recognizes equal responsibility at home. It’s good to model this behavior in the home.
In the workplace, policies must also be put in place to create a safe space for women. As we have seen a surge in women in the workplace, we need to do more in ensuring we are providing them with avenues for growth and learning, and honing their leadership capabilities. This preps them for the next step, and finally into becoming leaders of their own.
I understand that the most powerful example of what anyone can become is modeling. I recognize that I need to play an active role in not only letting people see that I can achieve what a man can achieve, and so should they; but also, that I impart what I’ve learned through the mentoring process.
I have committed to taking in one mentee every six months, meeting multiple times each month to help encourage, provide options, and sometimes direct or redirect.
But more than that, I am also very lucky and proud to be part of a company that values diversity and inclusion because change has to happen not only on the individual level but on an organization-wide level.
As EVP of Teleperformance Philippines, I have worked with our management and other women leaders to bring to life a program called TP Women, which is dedicated to celebrating the achievements of women in Teleperformance, while also serving as a community and support system for women within the organization.
Just these past few months, TP Women has created webinars on parenting and financial literacy and management, along with podcasts and videos to highlight the achievements of our women employees in the field of technology.
For International Women’s Day, we’ve invited the entire organization to share their personal commitments of positive action and behavior change to challenge gender bias, stereotypes, and inequality through the #ChoosetoChallenge social media campaign.
I’m grateful for the support the TP management has shown for this initiative, and how they remain committed to ensuring that Teleperformance Philippines provide women with equal opportunities in work and in leadership.
In the workplace, studies show that adding more women only allows for gender equity but it makes good business sense. The value, the insight and the way women see things in a slightly different lens allow the workplace to flourish and the business to prosper.
The ILO study showed that 84 percent of Filipino enterprises surveyed agreed that gender diversity initiatives enhance business outcomes, bringing several benefits to their businesses.
Of the Filipino enterprises reporting improved business outcomes, over 73 percent reported increased profitability and productivity, 69 percent reported increased ability to attract and retain talent, 66 percent reported greater creativity, innovation, and openness, about 61 percent said their company’s reputation had been enhanced, and more than half reported better ability to gauge consumer interest and demand.
I also believe that because my success as a female in this industry has not been linear, like most men’s career goes, I bring a different perspective to the table that balances out thoughts and ideas to create a better, stronger leadership team.
According to the American Psychological Association, women tend to have more cooperative, participatory style of leading, versus men who are more “command and control.”
What this means is that women encourage employees to find their direction, and this style involves more conversation and listening. Both styles are valuable in different contexts, and having a mix of both would surely be helpful for different companies.
With these benefits to be reaped, and with the negative economic effects of the ongoing pandemic, the need for gender equality in the workplace is stronger that ever. It’s time for everyone to step up to bring more women to the (board-room) table. (This article was originally published in the Philippine Daily Inquirer.)
Tanya Angela Famador-Japitana
Pasig City
Tanya Famador-Japitana graduated in 2002 from the Silliman University College of Mass Communication, and has worked in the BPO industry the last 18 years. She’s now EVP for Client Operations at Teleperformance, the biggest BPO globally, with about 45,000 employees in the Philippines. Tanya is directly responsible for at least 7,500 employees.
