Advancing Workplace Gender Equality at Teleperformance Philippines

Highlights

• TP’s engagement with PBCWE and GEARS has: (i) enhanced staff understanding of WGE concepts, issues, and approaches; (ii) established WGE and anti-sexual harassment (ASH) training as mandatory courses for all staff; (iii) improved WGE planning; (iv) improved leaders’ accountability, skills, and knowledge, and (v) facilitated the development of a gender sensitive approach to promotion, recruitment, and selection processes to overcome bias and promote gender equality.
• Key factors that have driven change in WGE policies and practices at TP include: sustained leadership commitment and a defined company strategy at the global and country level; motivational awards from external organisations; and trusted local technical support through PBCWE, which improved TP’s capacity to generate gender equality data and analytics, and motivated further staff training on WGE issues.
• While these initial gains are remarkable, long-term changes to policies and practice are a work in progress, and TP must continue to capture impact and demonstrate the benefits of WGE to their organisation.