double burden consequence: a study on the effect of

Double Burden Consequence: A Study on the Effect of Motherhood on the Discrimination

Among Factory Workers in Relation to their Promotion 1

Double Burden Consequence: A Study on the Effect of Motherhood

on the Discrimination among Factory Workers in Terms of their

Promotion

KRISTELLE B. BESO

Submitted to

COLLEGE OF ARTS AND SCIENCES

University of the Philippines Manila

In partial fulfillment of the requirements

For the degree of

BACHELOR OF ARTS IN POLITICAL SCIENCE

June 2015



Acknowledgement



Table of Contents

Title Page

Acknowledgement

Table of Contents

Introduction

Background of the Study

Statement of the Problem

Research Question

Significance of the Study

Overview of the following chapters

Review of Related Literature

Review Analysis

Proposed Study

Definition of Terms

Conceptual/Theoretical Framework

Hypotheses

Methodology

Design of the Study

Description of the Setting

Ethical Considerations

Description of the Instruments

Presentation and Discussion of Findings

Limitation of the Study

Conclusion

Recommendation

Reference

Appendix

Thesis Matrix

Sample Letter

Informed Consent Form

Survey Form

Transcription

Research Timeline



Introduction

Background of the problem

Urban poor population continues to grow because of the migration of the people from

rural areas. In fact, according to Action Aid (2012), it is estimated that by 2030, 60% of the

population of the world will live in urban areas. They choose to settle in urban places believing

that their life will be better there. Unfortunately, upon migrating in urban places they still

experience poverty and filthy living conditions.

In the Philippines, urban poverty is also an issue because of their increasing population.

People from rural areas go to Metro Manila believing that the city has a lot to offer to them.

Urban poor settlements can be seen almost anywhere and this is one of the impairing issues the

country is facing nowadays.

People from urban poor community are being marginalized because of being

poor. In addition to this, women in urban poor community experience marginalization in two

ways: (i) because of being poor; (ii) because of being a woman. These in turn create

discrimination among them in different aspects of their life. Women experience the effects of

poverty in different ways because of their roles in society, the community and the family.

Women, being the second highest in the urban poor population in the Philippines next to children

as of 2009 shows that their issues must be given importance to (NSCB, 2009).



Furthermore, a woman that is already a mother who works outside their home experience

multi marginalization: (i) because of being a worker; (ii) because of being a woman; (iii) because

of being a mother. This means that there is a need to study the situation of mothers in order to

address the issues they are facing.

The double burden is the term used to describe the workload of someone who work to

earn money, but also have responsibility for unpaid, domestic labor which is the responsibility at

home (Moen, 1989).With this, women tend to choose lower-quality jobs voluntarily because of

thinking that they need to reconcile their paid work outside home to their responsibility inside

their home (Tacoli, 2012). Those who have greater responsibility inside the home are mothers for

they need to do household chores as well as to take care of the children. With this working

mothers are trapped in a guilt wherein by working outside their home they are somehow

neglecting their responsibilities as a house wife. On the other hand dedicating too much time at

work might also affect mother‟s performance at home. This in turn might create more

discrimination among them in the workplace.

Statement of the problem

In the Philippines, in spite of the different existing laws regarding protection of women as

well as protection of laborers, discrimination still happens in different companies and workplace.

Chapter 1 Article 3. Declaration of basic policy.

http://en.wikipedia.org/wiki/Feminist_economics



The State shall afford protection to labor, promote full employment, ensure equal work

opportunities regardless of sex, race or creed and regulate the relations between workers and

employers. The State shall assure the rights of workers to self-organization, collective bargaining,

security of tenure, and just and humane conditions of work.

- Presidential Decree No. 442, Labor Code of the Philippines

The State affirms women‟s rights as human rights and shall intensify its efforts to fulfill

its duties under international and domestic law to recognize, respect, protect, fulfill, and promote

all human rights and fundamental freedoms of women, especially marginalized women, in the

economic, social, political, cultural, and other fields without distinction or discrimination on

account of class, age, sex, gender, language, ethnicity, religion, ideology, disability, education,

and status.

- Republic Act 9710, Magna Carta of Women

The Presidential Decree No. 442, the Labor Code of the Philippines and the Republic Act

9710, Magna Carta of Women are supposedly supporting the rights and welfare of the women

workers. However, the reality is that these laws remain as laws and are often neglected in the

country.

In addition to this, just last September 16, 2008, Laban ng Demokratikong Pilipino

Representative Juan Edgardo Angara filed a bill which is the House Bill No. 4375 which

amended the Philippine Labor Code in order to give focus on the discrimination against women

on their workplace. However, this house bill remains as a bill until today.



The issue of the double burden of women pursues the researcher to study the effect

motherhood in particular on the discrimination that they are experiencing in their work place and

this will be contextualized in the Philippines. The researcher will focus on the discrimination

among women factory workers in relation to their promotion since there are only a few studies

about it. The researcher chooses women factory workers because female factory workers usually

face many challenges throughout their working lives (BSR, 2013).

Promotion will be used in particular for it may be a method to enhance wages, training

receipt, leadership responsibilities and job satisfaction (Pergamit & Veum, 1995). It is also a way

to measure whether the workers is being valued in their workplace.

Research questions

The research question that will be used in this study is how does motherhood affect

discrimination among women factory workers in terms of their promotion?

Significance of the study

The study is significant for it will address the issue of double burden among women, thus

exposing them more to discrimination and violence which they are experiencing on their daily

lives. The research aims to address the issue of the women specifically the factory workers. By



studying the discrimination they are experiencing in relation to their promotion, they will

become more aware of their rights thus will encourage them to fight for it. The research also

aims to remind the national government that a national policy is needed to protect the rights and

welfare of mother-workers since they are experiencing double burden when it comes to their paid

and unpaid work.

Overview of the following chapters

The following chapters will first discuss the organization of the review of related

literature. It contains the summary of the related studies. Proposed study will follow with the

statement of research question and hypotheses. Methodology that has been used will also be

discussed to be followed by the presentation and analysis of data. The study will end with the

conclusion with some recommendations thereafter.



REVIEW OF RELATED LITERATURE

Review Analysis

Urban poor settlements are now an impairing issue among different societies nowadays.

Majority of population in the world are now shifting in urban areas (Tacoli, 2012). In this

population, UN states that more than 70 per cent are women (Amnesty International, 2009).

Supposedly, urbanization for women should be associated with greater access to opportunities,

lower fertility level and increased independence but the reality is that urbanization does not

always result to equitable distribution of wealth and well-being (Tacoli, 2012). Thus, not

everyone gets benefits from urbanization.

Urban poor population continues to grow and data from many countries shows that the

concentration of poverty and malnutrition is shifting from rural to urban areas (IFRI, n.d.).

Although people from rural areas expect that when they move to the cities, their well-being will

be improve but they often remain in poverty along with rampant violence, flimsy housing and

filthy living conditions together with hunger and malnutrition.

The low-income communities suffer on poor living conditions, which in effect show

consequences on their well-being. In urban poor communities, every part of the family is

suffering in inadequate living conditions, and this inadequate living conditions exposed women

more in violence and discrimination.



Tacoli (2012) stated that urban poverty has a distinctive gendered dimension because it

puts a disproportionate burden among women in two aspects: the unpaid and paid work. The

burden happens in unpaid work among women for they are the one responsible for household‟s

works such as cleaning, cooking, and looking after children, the sick and the elderly. On the

other hand, women might get paid work, even at the very young age but this works often

involves lowest-paid formal and informal sector activities or jobs. With the different issue arising

in public services such as higher costs for food, water and transport, “efforts to balance paid

work and unpaid work take a growing toll on women.”

It also highlights fundamental issues of equality and social justice by showing

how women‟s unequal position in the urban labor market, their limited ability to secure

assets independently from male relatives and their greater exposure to violence (Tacoli,

2012).

In fact, Tacoli added that women are contributing to the prosperity of cities through their

paid and unpaid labor and yet they remain at a disadvantaged in terms of equitable access to

work and living conditions (2012).

Usually, women in urban poor community choose to work in spite of their responsibility

inside their home for they want to contribute for their household necessities. However, women

tend to choose lower quality of work (Tacoli, 2012).

In part, this is because they need to reconcile paid work with their primary responsibility



for unpaid domestic and care work within households. It is also, however, the consequence of the

gender segmentation of labor markets which prevents women from entering better-paid and more

protected work (Tacoli, 2012).

Women in urban areas as well as in rural areas work outside the home in order to

contribute the household‟s livelihood. Research shows that urban mothers tend to adjust their

work patterns to meet the needs of their children (IFRI, n.d.). Women have a double burden to

provide a living to their household as well as to take care of their children. In IFRI‟s research

they included an excerpt of their interview to a woman in Accra where she says,

“When I have to leave my child (to go back to work) my stomach burns me, but I have to

work to earn money. Caring for your child is, but you also have to earn money to provide for your

child.”

This shows how hard the situation is for women in an urban poor community.

To be able to work outside the household without thinking about their responsibilities at

home, women will feel completeness over them. This is according to one of the interview from

IFRI‟s research to a community kitchen participant in Lima, Peru, on the increase in her self –

esteem and she says like this,



“I escaped and went to work in the community kitchen over the objections of my

husband. Now I say what goes on at home. We have a business, a little restaurant. I feel I am a

woman, that I am fully capable.”

With this, it is important to make sure that women are not just working just because they needed to but

because it gives them a sense of completeness and this will not happen if discrimination will still persists

among them.

In Guatemala, IFRI also observes that women who live in marginalized urban areas are

under increased pressure to work outside their home in order to earn income for their livelihood

which in turn results to the scarcity of child care alternatives which can be a severe constraint to

their household‟s livelihood, food, and nutrition security. IFRI then recommend that national

policies must address the needs of different vulnerable groups, such as female-headed

households living in urban areas because these female household heads “face acute trade-offs

between their role as caretaker and their responsibility to maintain household food security.”

Amnesty International stated that discrimination is a key driver of poverty (2009). In

some countries there are laws for equality in gender; however discrimination against women still

happens despite the existing equality laws.

Women do not have equal access to resources and productive means such as land, credit

and inheritance rights. Women are not paid the same wages as men and most of their labor is

unpaid. Women often work in informal employment with no job security or social protection. At



the same time, they are still held responsible for providing care for their families and homes

(2009).

Poverty for women is both a consequence and a cause of violence (Amnesty

International, 2009). Whenever a women experience a physical, sexual or psychological

violence, they lose their income as well as their productive capacity. On the other hand, poverty

makes it harder for women to escape abusive relationship thus increasing her exposure to

violence. Many women who lives in slumps experience violence and insecurity on a daily basis

not just in their homes but also on the streets (Amnesty International, 2009). In terms of work

force, women work for low-paid jobs that are often in deplorable conditions. Those women who

seek their luck abroad also experiences violence and exploitation form their employers.

Discrimination and violence against women often go hand in hand, resulting in the denial

of women‟s rights to health, education, shelter and food. Poverty in turn exposed them violence,

closing the vicious circle (Amnesty International, 2009).

Discrimination among women in their workplace happens both in developed and

developing countries. Women mostly are not paid the same wages as men. Women often work at

informal employment with no job security and at the same time they work in deplorable

conditions (Amnesty International, 2009). Delay or non-payment of wages, long working hours,

deadline pressure, sexual harassment, and safety hazards and intimidation tactics are also an

issue of women in their workplace (Khosla, 2012).



In terms of promotion, which will be the focus of the study, Pergamit and Veum stated

that men are more likely to be promoted than women (1995). Supposedly promotion is based on

the worker‟s productivity. However, most of the time promotion may occur based upon the

qualities that are unobserved.

While males and females are assumed to have similar labor market abilities, women are

assumed to have greater nonmarket abilities and opportunities, and subsequently they are more

likely to depart the firm than men. Since job leaving among those promoted imposes a cost on the

firm, the employer will have a higher promotion standard for women and be less likely to

promote women than men. Hence, women are less likely to be promoted and stay with the firm

because they are viewed by the firm as having less job attachment (Pergamit & Veum, 1995).

Khosla (2012) states that “feminist researcher highlights how the urban planning,

management and governance agenda is largely concerned with the physical and spatial issues

linked to men‟s work patterns, and ignores the different experiences and needs of poor women

around access to water, sanitation, secure tenure, safe transportation and streets, health,

education and care facilities.” Situation of women are often neglected because of too much focus

on men.

Women may entry into various paid work but together with it is the informalisation of

labor markets and the economy. This includes low wages, delay or non-payment of wages, long

working hours, deadline pressure, precarious or non-existent job security and medical insurance,

sexual harassment, health and safety hazards, use of intimidation tactics and violent measures to



quell dissent (Khosla, 2012). Women may also be engage in some self-employed works such as

street vending, domestic work, sex work, and waste picking. These works however is also

exposed to various risks and vulnerabilities.

Double burden among women exposed them to more discrimination and vulnerabilities

because of working outside their home, the paid work and working inside their home, the unpaid

work (Tacoli, 2012). With this they have two responsibilities, to earn for their living as well as to

do the responsibilities in their home.

Traditional gender roles within households may imply that an improvement in labor

market opportunities for women simply leads them to increase their market effort without

releasing them from their household duties, resulting in a “double burden” or “second shift”

(Chen, Conconi, & Perroni, 2007, as cited from Hochschild, 1990).

In Roudakova & Reisch study, they found out that in Soviet Union, women were still

burdened with housework which in turn affect inferiority towards them in their workplace (n.d.).

They added that Soviet official recognized that this double burden among women will not just

affect them but will also affect the “economy population size, and the moral health of the

family.” According to their studies, Roudakova & Reisch (n.d.) also stated that since women

experience double burden, it would be good for her to have fewer hours on her work in order to

reduce the double burden that she is experiencing. This would be unfair for women who want to

work in order to attain self-worth.



International laws require all states to protect, respect and fulfill equal rights for women

but in most countries, women are being deprived of their rights and protection (Khosla, 2012). In

the Philippines, there is the Magna Carta for Women, which is supposedly supporting the rights

of the women. In addition, there is also a Labor Code that will protect the workers.

It shall be unlawful for any employer to discriminate against any woman employee with

respect to terms and conditions of employment solely on account of her sex. The following are

acts of discrimination:

a. Payment of a lesser compensation, including wage, salary or other form of remuneration and

fringe benefits, to a female employees as against a male employee, for work of equal value; and

b. Favoring a male employee over a female employee with respect to promotion, training

opportunities, study and scholarship grants solely on account of their sexes.

- Article 135 of Labor Code of the Philippines

This shows that there are existing laws not just for the protection of women but also of

the workers. However, equality in law does not guarantee equality in practice, discrimination

will still persists because of laws are often not properly implemented (Khosla, 2012).

Women‟s growing engagement in paid employment is widely seen as positive,

contributing to their independence and improving chances to move out of poverty (Khosla, cited

from World Bank, 2012). It might be true but Khosla added that women‟s engagement in paid

work is all too often not a route out of poverty but a necessity, and one that is subject to

increasing insecurity and low earnings (2012).



In spite of all the issues women are facing, they “are not passive victims and they can be

an active citizens and human rights defenders who claim their rights, organize themselves,

demand justice and accountability, and work to improve their lives and the situation of their

families and communities. Women often are the most committed and successful agents of

change, not only for their own families and communities but for the whole of society” (Amnesty

International, 2009).

The review of related literature was able to state the problem existing regarding the

double burden being experienced by mother-workers. However, further research is needed

regarding the situation of a particular sector who are the factory workers in able to fully

understand their situation.

Proposed study

This study then will pursue four objectives in order to determine how motherhood affects

the discrimination on women factory workers in terms of their promotion. The objectives are (i)

To describe the everyday situation of women working in factories; (ii) To assess the different

forms of discrimination experienced by women factory workers (iii) To determine how

motherhood penalizes women working in factories; (iv) to ascertain the impact of discrimination

on the general well-being of women working in factories. These will help the researcher to focus

on the situation of mothers and to correlate it to their situation as a factory worker.



Definition of terms

In this study, motherhood will refer to a state or experience of having and raising a child.

It will be the independent variable for it will be the manipulated variable in order to determine if

it has an effect to the dependent variable. On the other hand, promotion will be a method to

enhance wages, training receipt, leadership responsibilities and job satisfaction (Pergamit &

Veum, 1995). This will be the dependent variable which is the consequent variable that is

presumably affected by the independent variable.

On the other hand, double-burden is the term used to describe the workload of someone

who work to earn money, but also have responsibility for unpaid, domestic labor which is the

responsibility at home (Moen, 1989). Discrimination is the exclusion of a person from the full

enjoyment of their political, civic, economic, social or cultural rights and freedoms and factory

stands for a building or group of buildings where goods are manufactured or assembled.

http://en.wikipedia.org/wiki/Feminist_economics



THEORETICAL FRAMEWORK/ CONCEPTUAL FRAMEWORK

Research paradigm is important in this study for it will help designing the study within

which the researcher will situate the work. Paradigm refers to “a set of very general

philosophical assumptions about the nature of the world and how we can understand it

assumptions that tend to be shared by the researcher working on a specific field” (Maxwell,

2008).” In this study, the research paradigm that will be used is interpretivist paradigm. It

assumes that the reality as we know it is constructed intersubjectively trough the meanings and

understandings developed socially and experientially.

It assumes that we cannot separate ourselves from what we know and that the object of

investigation are linked as such that we know who we are and how we understand the world,

which is also a central part of how we understand ourselves, others and the world (Robert Wood

Johnson Foundation, n.d.).

On the other hand, Dr. Allen-Collinson added that in interpretivist paradigm,

“„reality/realities‟ are constructed by social actors in social interaction; they are subjective,

multiple, mutable, and context‐dependent” (2012).

In addition, Denzin and other interpretivists view that "collection and interpretation of

qualitative data on humans are inherently subjective thus no matter how close we come to

meeting detailed technical standards for research, the result is not an objective report of the truth

of the matter (Willis, 2007).”



The underlying theories that were used are Becker‟s Theory of Discrimination and

Intersectionality. In Becker‟s Theory of Discrimination, it states that in every workplace, there

exists a discrimination given the characteristics of a company which is profit-oriented thus

affecting their behavior on how they handle their workers. Intersectionality on the other hand

illustrate how patterns of subordination intersect in women‟s experiences and wherein one

burden interacts with preexisting vulnerabilities which in turn create another dimension of

disempowerment (Crenshaw, n.d.). These theories helped the researcher understand the

intersectonality of discrimination being experience by a mother factory worker and how these

discriminations create the double burden among them.



The conceptual framework of the study was developed from the review of related

literature. It shows the relationship between the theories used which is Becker‟s theory of

discrimination and intersectionality.

Hypotheses

The hypothesis will be motherhood affects the discrimination among factory workers in

relation to their promotion for they carry with them the double burden of being a mother wherein

they need to adjust their time and effort in work in order to compensate with their responsibilities

at home. This in turn becomes the reason behind the discrimination among them in their

workplace in terms of their promotion because the double burden of paid and unpaid work

affects their performance at work.



METHODOLOGY

Design of the study

The researcher used mixed methods as the design of the study. This is associated with

field methods such as observations and interviews which is the qualitative method and were

combined with surveys which is the quantitative method (Creswell, 2003). Sequential mixed

method was used in which the researcher was able to elaborate the findings of one method with

another method wherein the study begin with a quantitative method in which concepts were

tested followed by qualitative method involving detailed exploration with a few cases of chosen

respondents (Creswell, 2003).

The researcher had a direct and personal engagement to the respondents. This is

important for having direct and personal contact with the people under study, in their own

environments will help the researcher understand the realities of their daily life (Patton, 1990).

The researcher relied heavily on the use of naturalistic methods. The researcher used

observation as one of the methods. This includes field notes that are not judgmental and concrete

descriptions of what has been observed (Marshall & Rossman, 2011). In-depth interview was

also included with a few chosen respondents. Purposive sampling was used in survey and it was

helpful in this study for “this is strategy in which particular settings, persons, or events are

deliberately selected for the important information they can provide that cannot be gotten as well

from other choices (Maxwell, 2008).” The researcher made sure that respondents will be able to



fulfill the needs of the study.

In analyzing the data, the researcher reviewed the transcript and documented common

themes, patterns, and insights. These were grouped and were given a conceptual label. The

researcher used coding in order to identify the thematic ideas and linked them with each other.

This categorization helped the researcher to easily understand and to develop a general

understanding of what is going on the study. In analyzing the quantitative data, the researcher

used descriptive statistics to summarize the data and Cramer‟s V to determine the association

between motherhood and promotion with the use of the Statistical Packages for Social Scientists

(SPSS) computer software as a tool. Triangulation was also used to integrate data from the

different sources of information. It helped the researcher to reduce the risks of having a

conclusion that will be based on the researcher‟s own biases and will allow the researcher “to

gain better assessment of the validity and generality of the explanations that will be develop

(Maxwell, 2008).”

Description of the setting

The researcher chose Malabon City as the setting of the research for there are a lot of

factories located at the city. The researcher chose five factories namely (i) First Terra Aurum

Print Inc. which is a company of graphics printer serving the advertising and packaging industry

wherein they provide products such as smart electronic audio visual POPs; (ii) Red Dragon

Fashion House Inc. which is a company of apparel design wherein they make clothes and other



garments; (iii) Camellia Food Manufacturing which is a snack food manufacturing and

distribution company; (iv) Natasha Philippine which is a direct selling company carrying shoes,

apparel, accessories and personal care products; and (v) Eezam Square Enterprises which is a

garment factory.

From here, the researcher chose 100 respondents, 20 each factory which is composed of

10 single, without child and 10 mothers for the survey. The researcher chose one representative

from the sample to be interviewed further.

Ethical considerations

In any research study, ethical consideration should always be observed since it involves

examining the lives of the people. The researcher will put the welfare and well-being of the

participants as the top priority. The researcher will make sure that the participants will feel

comfortable at all times specially while conducting face to face interview. Building rapport and

mutual understanding regarding the study will help achieve this. Informed consent will also be

present and participants will be informed of the possible benefits and risks of the study. Lastly,

privacy of the participants as well as the confidentiality will be ensured.

Description of the instruments



Data was collected from the primary sources. The researcher used a survey questionnaire

which has three parts (i) questions regarding the situation of the worker themselves; (ii)

questions about the factory they are working; and (iii) question regarding promotion.

Semi structured interview was used for the qualitative part wherein questions were

structured with the help of the objectives as its guide.



DISCUSSION AND PRESENTATION OF FINDINGS

The purpose of this study is to determine the effect of motherhood on the discrimination

being experienced by women factory workers in terms of their promotion. With the methodology

presented earlier, the researcher was able to gather the following data.

The respondents were asked regarding their satisfaction on work and then followed by

the level of their satisfaction. Regarding the satisfaction on work, 23% of the respondents said

that they are already satisfied with their work, 50 % stated that they are satisfied with their work

but are still looking for a better job and 27 % stated that they have no choice but to accept the job

available. (Refer to the table below)



It is clear that half of the respondents stated that they are satisfied with their job but is

still looking for a better job. This means that if given a chance they would choose another job

rather than being a factory worker. And based on the table above, it is noticeable that in option

which says “there is no choice but to accept the job available,” the number of mothers who

answer this are greater than those who doesn‟t have a child. From this we can say that mothers

still chose to work outside their home regardless of whether they want it or not.

Regarding the level of satisfaction on their work, the result is 14% stated they are very

satisfied, 82 % stated that it is just right and 4 % stated that they are not satisfied. This supports

the statistics regarding the satisfacton of women workers in their work wherein half of the

respondents answered “just right” and this means that these workers just chose to settle on their

work because they needed it and because their situation forced them to.



With this, the respondents were asked if being a factory worker is the job that they really

want: 59 % said no and 41% said yes. This result is not surprising anymore given the statistics

regarding their satisfaction on their work.



Since the study is focusing on the situation of mother-workers, to be able to know the

situation of the mothers working in factory, respondents were asked about their situation as a

mother and at the same time working outside their home. 58% of the mothers stated that being a

mother worker is just right for them and that they accept it for they needed this to provide for

their family; 30% stated that they are happy being a mother worker for they can manage it; and

12 % stated that they are not happy with their situation.



Although there are respondents who answered that they are already happy with

their situation as a mother-worker because they can manage it, it is still noticeable that majority

of the respondents stated that they are settling on the job because they needed this to provide for

their family.

The following statistics presented that most of the mothers who choose to work outside

their home had no choice but to work for a paid labor in order to fulfill their responsibilities in

helping with the needs of their family. In spite of the fact they have their unpaid labor inside

their home, they still choose to divide their time with their paid and unpaid labor. From this

alone, it can be said that there is double burden among mother-worker.

Respondents were also asked if motherhood has an effect on their behavior inside the

factory. 66% of the respondents said there is and 34% of them said there is none.



Majority of the respondents said that motherhood has an effect on their behavior inside

the factory. This means that motherhood penalizes women working in factories. And according

to the interview conducted, motherhood penalizes women working in factory workers in three

aspects. First is in terms of time management, this includes the situation wherein the mother

needs to divide her entire time between doing her responsibilities at home and at the same time

her responsibilities at work. As what one of the respondents said, “mahirap kasi hati yung oras

mo. Minsan kasi kapag ka ano maiisip mo yung sa bahay ganun. Ang hirap pag nasa trabaho

ka.” There are also instances that it affects the punctuality of a mother in their work for during

the morning, they need first to attend to their errands at home. Whenever there is a special

occasion also at home or at the school of the children, mothers chose to be absent at work to

attend to this special occasions. When the children are sick, mothers will be absent at work for

they need to take care of their children at home. Managing the time between the paid and unpaid

labor of women-worker makes the mothers haggard and tired thus this in turn affect their



physical health. One of the respondents said, “Kaming mga nanay syempre nanay ka minsan

pagod ka na sa bahay, pagdating mo sa pabrika pagod ka na agad.” It means that because of a lot

of responsibilities that they need to attend to, mothers usually feel tired thus affecting their

physical health. This in turn affects their mental health. One of the respondents said, “Minsan

kapag may problema sa bahay dala dala nila sa pabrika.” This means that whenever a mother is

in their work, they still think about their house or their home. This affects the way they think and

behave inside the factory for they are not becoming focus on what they are doing thus affecting

their efficiency as a worker. With this, most of the time, mothers missed opportunities at their

workplace which means lesser chance of being promoted.

To be able to determine the intersectionality of discrimination among mother working in

factories, the respondents were asked if there is equality with regards to the treatment between

men and women and single women and mother in their workplace. It is already given that

workers are being discriminated at workplace using Becker‟s theory of discrimination and this is

the first discrimination a mother factory worker is experiencing. This includes low wage, unfair

labor practices, long number of hours at work, etc. Next is, 71 % of the respondents stated that

there is no equality between men and women in their factories. This shows the second

discrimination being experienced by a mother factory worker for there is an unequal treatment

between men and women in the workplace mainly because of sexism.



On the other hand, 66 % stated that there is no equality between those who are single

with no child and mother in their factories. This shows the third discrimination being

experienced by mother factory workers mainly because of the diversified duties between their

paid and unpaid labor. This verifies the theory of intersectionality which states that a mother-

worker is being discriminated in three aspects: (i) as a worker; (ii) as a women; (iii) as a mother.



To be able to know the relation between motherhood and promotion, the respondents

were asked regarding their stand about promotion. When asked whether they see promotion as a

part of their success at work, 92 % stated that they see it as a part of being successful in their

work.

When asked about whether they wanted to be promoted, 95% of the respondents said yes.

This shows that promotion is important to them and they really see this as a part of advancement

in their work. However, the reality is that not all of the workers in a certain company can be

promoted.

Respondents were also asked on how many of them have been promoted. The table

below shows the percentage of those who have been promoted which is 31% and those who have



not been promoted which is 69%. This shows that 3 out of 10 workers are being promoted in a

factory. Not even the majority of the workers are being promoted in accompany such as

factories.

Only 1 out of 3 of those who have been promoted is a mother. This shows that in terms of

promotion, those who don‟t have a child get the favor.



If number of years which is one of the factors in promotion were to cross examined with

motherhood and promotion, it can still be seen that regardless of number of years employed,

whether you are new or not in the factory, those who does not have a child still gets the favor of

being promoted over those who are already a mother. (Refer to table below)

motherhood * promoted * Number of years employed Crosstabulation

Count

Number of years employed

promoted

Total yes no

1-3 motherhood single, no child 6 13 19

mother 1 14 15

Total 7 27 34

4-7 motherhood single, no child 18 13 31

mother 5 23 28

Total 23 36 59

8-10 motherhood mother 1 6 7

Total 1 6 7

Total motherhood single, no child 24 26 50

mother 7 43 50

Total 31 69 100

Respondents were also asked on whom they think is more prone to promotion. 75 % of

the respondents said that single, without a child is more promoted than a mother. This supports

the statistics given earlier that in terms of promotion, those who are childless usually gets the

favor.



In order to see if motherhood has an association with promotion, which is the main focus

of the study, the researcher used Cramer‟s V which is a statistic measuring the strength of

association or dependency of two categorical variables.



Value of measure is .368 and in appropriate guide to verbal interpretation of strength in

Cramer‟s V, it states that a value of .368 means that motherhood and promotion has a moderate

association or has a moderate dependency between each other.

Limitation of the study

In any research there will be limitation of study which influenced and impacted the

results of the study. Sample size will be one of the factors. Non-probability sampling and

purposive sampling will be used in choosing participants thus the outcome of the study will

fulfill the goal of the research and will not be necessarily applicable to all. Results will be based

on the answers and stories of the participants so it does not guarantee that this means that

participants represent the whole population for it may contain their own biases. Time availability

may also limit the study for the time that will be allotted may not be enough to measure the

change and stability of the chosen sample.



CONCLUSION

In conclusion, motherhood penalizes women working in factories in three aspects. First is

in terms of time management and this in turns effect their physical health which in turns affects

their mental health. With this, most of the time, mothers missed opportunities at their workplace

which means less chance of being promoted.

Therefore, motherhood has an effect on the discrimination against women factory

workers in terms of their relation because of how motherhood penalizes them as a mother-

worker.



RECOMMENDATION

The researcher recommends a policy review regarding the Presidential Decree No. 442

which is the Labor Code of the Philippines and at the same time the Republic Act 710 which is

the Magna Carta of Women in the Philippines. These two laws are supposedly protecting the

rights of workers, for the Labor Code, and women for the Magna Carta. Reviews of these laws

are needed in order to lessen the discrimination happening in the workplace.

The researcher also suggests that House Bill No. 4375 which is the Labor Code of the

Philippines (Discrimination Against Women) should be reviewed again by the policy makers in

the Congress in order to finally pass it in to a law which will protect the rights of women

workers.



REFERENCE

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http://planetmath.org/sites/default/files/texpdf/36920.pdf

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3j2j1j2.8.0....0...1ac.1.34.heirloom-serp..14.2.658.Z_bAI59vpJ0

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http://www.ecares.org/ecare/personal/conconi$/web/db.pdf

http://planetmath.org/sites/default/files/texpdf/36920.pdf



Crenshaw, K. (n.d.). Mapping the Margins: Intersectionality, Identitiy politics, and Violence

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%20for%20Design.pdf

Encarnacion, J. (2012). Philippines: Poverty Data Governance. National Statistic Coordination

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Flick, U. (2004). An Introduction to Qualitative Research. SAGE,

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Khosla, P. (2012). Young women: Life Choices and Livelihoods In Poor Urban Areas.

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foundation.org/wpcontent/uploads/2014/02/Young-women-Global-Report.pdf



Maxwell, J. (2008). Designing a Qualitative Research.

Patton, M. (1990). Qualitative Evaluation and Research Methods. Beverly Hills, CA: SAGE.

Pergamit M. & Veum, J. (1995). What is Promotion. US Department of Labor. Retrieved from:

http://www.bls.gov/ore/pdf/ec950170.pdf

Presidential Decree No. 442. Labor Code of the Philippines. Retrieved from:

www.ilo.org/.../Labor 20Code 20of 20the 20Philippines 20- 20DOLE .pdf

World at Work. (2010). Promotional Guidelines. Retrieved from:

https://www.worldatwork.org/waw/adimLink?id=45914

RA 9710 – Magna Carta of Women. Retrieved from:

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EN%20With%20IMPLEMENTING%20RULES%20(IRR).pdf

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Interpretivist Paradigm. Retrieved from: http://www.qualres.org/HomeInte-3516.html



Roudakova N. & Reisch, D. (n.d.). Feminity and the Double Burden: Dialogues on the

Socialization of Russian Daughters into Womanhood. Retrieved from:

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Tacoli, C. (2012). Urbanization, gender and urban poverty: paid work and unpaid care work in

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Willis Foundations. (2007). Frameworks for Qualitative Research.



APPENDIX

Thesis Matrix

Research Objectives Indicator Questions to be asked

1. To describe the everyday

situation of women working in

factories

1. How will you describe your

working environment in the

factory?

- Are there any qualifications?

What are they?

- What can you say about the

facilities of the factory?

- What can you say about the

security/safety inside the

factory?

2. How will you describe your

relationship (worker to

supervisor, worker to worker)

inside the factory?

3. How will you describe the



workload assignment inside

the factory?

4. Are there any instances

wherein harassment and

violence against women

happened in the factory? Can

you name some?

5. How does promotion

happens in the factory?

2. To assess the different forms

of discrimination experienced

by women factory workers

1. What are your experiences

inside the factory?

2. What are your views,

perceptions and opinions

towards the policies inside

your factory (hours of work,

wage, promotion, training,

etc.)?

3. What are the



inequalities/discrimination that

you can observe at your

workplace?

3. To determine how

motherhood penalizes women

working in factories

1. How do you think

motherhood affects your

experiences and behavior at

work?

2. How do you think being a

mother discriminates you in

your workplace?

3. How do you see promotion

as part of your advancement at

your work?

4. How do you think

motherhood affects your

promotion?



4. To ascertain the impact of

discrimination on the general

well-being of women working

in factories

1. What are your beliefs

regarding your status as a

woman in your work place?

2. How do discrimination

affect the way you behave and

think inside and outside your

work place? Does it affect your

productivity? Explain.

3. How does discrimination

affect the way you see and

value yourself?

4. How do you think you

should be treated at your

workplace?

5. What recommendations can

you give that you think will

protect the welfare of a

mother-worker like you?




UNIVERSITY OF THE PHILIPPINES MANILA

The Health Sciences Center

DEPARTMENT OF SOCIAL SCIENCES

March 16, 2015

First Tierra Aurum

Victoneta Avenue, Malabon City

To Whom It May Concern:

Good day! I am Kristelle B. Beso, 4th

year AB Political Science student at the U iversity of the

Philippines Manila. I am conducting a research study regarding the daily life of women factory

workers particularly mothers in order to fully understand their situation inside and outside their

work place. I am asking for your permission to allow me to visit your factory, conduct a survey

among the workers and interview some of them. In lieu with this, I also wish to study and to

know the policy inside the factory as well as to interview some of the workers who are in a high

position to be able to know their perceptions as well. Names and other private matters will

remain confidential.

If you require any other information, don‟t hesitate to contact me on 09061404364 and

[email protected]. I am hoping for your consideration in this matter. Thank you and God bless

you.

Sincerely,

Kristelle B. Beso

UP Manila

Noted By:

Prof. Clarinda Berja

Department Head

DSS, UP Manila







INFORMED CONSENT FORM

I, ______________________ agree to be a part of this study regarding the effect of

motherhood on the discrimination among women factory workers in relation to their promotion.

The researcher was able to explain the information I needed about the study and I was able to

understand it fully. The researcher gave me an opportunity to ask questions regarding my

participation in this study and I voluntarily agree to participate in turn. I am fully aware that

privacy and confidentiality regarding my personality as well as my answers in the interview will

be ensured for the researcher was able to explain to me the use of pseudonyms, nicknames and

anonymisation of data.

I (would like, would not like) my name to be included in this study.

I, along with the researcher agree to sign this informed consent form.

Participant:

____________________ ____________________ ________________

Name of the Participant Signature Date

Researcher:

____________________ ____________________ ________________

Name of the Researcher Signature Date







Magandang araw! Ako po si Kristelle B. Beso mula sa Unibersidad ng Pilipinas na

mag-aaral ng kursong Dalubanwahan o Agham Pampulitika. Kasalukuyan po akong

gumagawa ng pag-aaral tungkol sa epekto ng pagiging isang ina sa diskriminasyon na

nararanasan ng mga kababaihan sa isang pabrika – partikular sa pagkakaroon ng

promosyon. Patungkol dito, humihingi po ako ng tulong sa inyo na kung maaari ay

sagutan ninyo ang surbey na ito dahil ang inyong mga opinyon at pananaw ay

makakatulong upang matamo ang mga layunin ng pag-aaral na ito. Kung mayroong po

kayong iba pang mga katanungan o alalahanin ay maari ninyo akong kontakin sa

[email protected] o sa 09061404364. Lubos po akong umaasa sa inyong pagtugon.

Maraming salamat po.

MGA KATANUNGAN

Pangalan (opsyonal): Edad:

Pangalan ng Pabrika:

Bilang ng taon ng pagiging empleyado: Posisyon sa trabaho:



Pang-sarili

1. Kamusta ka bilang isang babaeng manggagawa?

a. Nasisiyahan ako sa trabahong ito at okay na ako dito

b. Nasisiyahan ako sa trabahong ito ngunit naghahanap pa din ako ng ibang

trabaho

c. Wala akong magagawa kundi maging masaya dito, ang mahalaga ay kumikita

ako

Iba pang sagot: __________________________________________

2. Kung susukatin ang iyong kasiyahan sa iyong trabaho, ano ito?

a. Sobrang nasisiyahan ako dito

b. Sapat lang, masaya naman

c. Hindi ako nasisiyahan dito

3. Ikaw ba ay walang anak? Kung oo ay sagutan ang katanungan sa # 4

Ikaw ba ay isang ina? Kung oo ay sagutan ang katanungan sa # 5 at # 6

Walang anak ______ Isang ina _________

4. Kung wala pang anak, bakit wala pa?

a. Sa ngayon ay ito muna ang gusto ko

b. Pinaplano ko pa ang buhay ko

c. Hindi pa ko handa

Iba pang kasagutan: _________________________

5. Kamusta ang pagiging isang ina habang nagtatrabaho?

a. Nasisiyahan ako na kaya kong pagsabayin ang pagiging isang ina at

pagtatrabaho sa labas ng bahay

b. Hindi ako nasisiyahan



Bakit? ______________________________________

c. Sapat lang, ang mahalaga ay may naipangtutustos sa pamilya

Iba pang kasagutan: _________________________

6. Nakakaapekto ba ang iyong pagiging ina sa iyong mga pag-uugali sa loob ng

pabrika?

a. Oo

Sa paanong paraan? _____________________________

b. Hindi

7. Ito ba talaga ang gusto mong trabaho?

a. Oo, masaya na ako dito

b. Hindi

Bakit hindi? ___________________________________

Pabrika

1. Ano ang masasabi mo sa pabrikang pinagtatrabahuhan mo?

a. Malaki ang naitutulong ng pabrikang ito sa bawat manggagawa

Sa paanong paraan? ___________________________________

b. Hindi nakakatulong at nakasisiya ang pabrikang ito

Sa paanong paraan? ___________________________________

2. Alam mo ba ang mga polisiya ng pabrikang ito?

a. Oo

b. Hindi



3. Kung oo, sa tingin mo ba ay naapektuhan ng mga polisiyang ito ang iyong pag-

uugali sa loob ng pabrika?

a. Oo

b. Hindi

4. Pantay ba ang pagtingin at pagtrato sa mga lalaki’t babae sa pabrikang ito?

a. Oo

b. Hindi

Bakit hindi? _____________________________________

5. Pantay ba ang pagtingin at pagtrato sa mga babaing walang anak at sa mga ina sa

pabrikang ito?

a. Oo

b. Hindi

Bakit? _____________________________________________

6. Nagkaroon na ba ng mga karahasan at pang aabuso sa mga kababaihan sa

pabrikang ito?

a. Oo

Magbigay ng halimbawa: __________________________________

b. Hindi

Promosyon

1. Sa tingin mo ba ang promosyon ay sukatan ng pagtatagumpay sa iyong trabaho?

a. Oo

Bakit? ________________________________________________



b. Hindi

2. Nakaranas ka na ba ng promosyon?

a. Oo

b. Hindi

Bakit? _________________________________________________

3. Gusto mo ba makaranas ng promosyon?

a. Oo

b. Hindi

4. Sa tingin mo sino ang mas nakararanas ng promosyon?

a. Babaeng walang anak

Bakit? ________________________________________________

b. Isang ina

Bakit? ________________________________________________

5. Sa tingin mo ba ay nakakaapekto ang pagiging ina sa posibilidad na makaranas ng

promosyon?

a. Oo

Sa paanong paraan? ________________________________________

b. Hindi

*Ang mga impormasyong naibigay ay mananatiling pribado



TRANSCRIPTION

ALMA - Transcription

Kristelle:

Hmm… Hi ate Alma. May mga tanong lang ako dito na sasagutin mo. Bale ilan na nga ulit yung

anak mo ngayon?

Alma:

Lima.

Kristelle:

Lima na. Tapos ah gano katagal ka na dun sa pabrika na pinagtatrabahuhan mo?

Alma:

Ah mga tatlong taon na mahigit, three years.

Kristelle:

Ah. Matagal na din pala. Bale kung tatanungin kita, paano mo ididiscribe yung pabrika na

pinagtatrabahuhan mo?

Alma:

Ah… Ididiscribe? Ah… okay naman.

Kristelle:

Ah okay naman.

Alma:

Malaki yung pabrikang pinapasukan ko. Maraming mga empleyado dun.

Kristelle:

Ah meron bang mga ano, meron bang mga qualification para makapasok dun sa pabrika?

Alma:

Meron.

Kristelle:

Ah anu ano yung mga iba?

Alma:

Ah ano siguro, yung edad ganun.

Kristelle:

Ah okay… Ah kailangan ba ahm hindi ba pwede yung mga matatanda na?

Alma:

Ay hindi pwede. Kasi may mga ano yun e, may mga experience na ano dun e.

Kristelle:

Ah. Ah kamusta naman yung facilities? Malaki ba? Yung mga ahm place niyo dun?

Alma:

Oo, malaki.



Kristelle:

Ah yung mga, yung mga ano naman, yung mga safe ba kayo dun sa pabrika?

Alma:

Ah oo syempre kasi may mga guard, may mga guard naman.

Kristelle:

Ah. Mabuti naman. Ah kamusta naman yung mga yung relationship niyo dun? Ah halimbawa

kayong mga magkakatrabahador?

Alma:

Okay naman. Mababait naman mga kasamahan ko dun.

Kristelle:

Ah. E dun naman sa relationship ng trabahador sa mga nakakataas? Kamusta naman?

Alma:

Ah okay naman din kasi mababait naman din yung mga nakakataas sa amin. Okay din sila

makisama.

Kristelle:

E ano naman ahm kamusta naman yung mga ginagawa niyo dun sa trabaho? Mabigat ba? O

sakto lang?

Alma:

Hindi naman. Kasi may kanya kanya kasing ano yun e. Ah, ah, may kanya kanya kaming trabaho

dun. Yung mga (in a lower voice) magkakaiba kasi kami ng klase ng trabaho. May nagpaplastic,

may nagrerepack. Iba iba yung hawak naming. Depende sa ano kung san ka nakaassign.

Kristelle:

Ah ano hmm may mga pagkakataon ba na merong mga harassment or violence na nangyari sa

mga kababaihan dun sa loob ng pabrika?

Alma:

Ah meron. Siguro yung mga ano biru biruan. Yung minsan di mo naaanuhan na nahawakan ka

na ganun. Biglang may mangyayakap.

Kristelle:

Mga lalake naman din yun?

Alma:

Hmm oo.

Kristelle:

Tapos ah kamusta dun naman tayo sa ano, kamusta naman yung promotion sa loob ng pabrika?

Alma:

Promotion? Okay lang.

Kristelle:

Ah pano yung promotion niyo dun?

Alma:



Pag masipag ka mapopromote ka. Kapag ka alam mo na talagang ano ka sa trabaho mo.

Kristelle:

Ah yun. Hmm kamusta naman yung ano, yung mga experiences mo sa loob ng pabrika?

Alma:

Ah ano, okay lang.

Kristelle:

Ah yung mga nangyayari dun. Yung mga pang araw araw na pangyayari.

Alma:

Masaya din. Ah masaya mga kasama dun. Lalo na kapagka break time ganyan.

Kristelle:

Ah pero may mga nakikita ka bang mga diskriminasyon? Ah hindi pagkakapantay pantay na

trato sa loob ng pabrika?

Alma:

Ah meron. Kasi iba kasi ang ano ng lalaki sa ano ng babae. Iba yung trabaho nila. Iba yung

trabaho namin. Magkaiba sila. Saka yung sahod ganun, magkakaiba ksi kapag ka ano pag medyo

mahirap talaga mas mataas yung sahod nila.

Kristelle:

Ah okay. Ah ano naman, diba ate alma nanay ka na ngayon, paano naman nakakaapekto yung

pagiging nanay dun sa trabaho mo?

Alma:

Hmm mahirap kasi ano hati yung oras mo. (Long pause) Minsan kasi kapag ka ano maiisip mo

yung ano e, sa bahay ganun. Ang hirap pag nasa trabaho ka. (Seemed shy)

Kristelle:

Eh ano naman sa tingin mo, bakit ah bakit iba yung tingin sa pabrika kapag nanay ka dun sa mga

walang anak?

Alma:

Siguro akala nila porke nanay ka na ah ah mas ano, yung ano ba yun, porke nanay ka na parang

hindi ka na nagfofocus sa trabaho mo. Dahil iniisip mo nga nasa bahay yung may mga naiwan sa

sa bahay ganun.

Kristelle:

Pano naman sa tingin mo nakakaapekto yung pagiging nanay sa promotion sa loob ng pabrika?

Alma:

Ano ahm ano ba, pag nanay kasi, ano ba yun, mas experienced na.

Kristelle:

Ah ano naman sa tingin mo yung ano, yung ano sa tingin mo yung dapat trato sa inyong, sa ating

mga kababaihan kapag nasa trabaho?

R: Pantay. Dapat.

Kristelle:



Ah tapos ahm ano naman pano naman nakakaapekto yung mga hindi pantay na pagtingin sa

pagtatrabaho mo?

Alma:

Nagkakainitan. Ganun. (Long Pause) Siguro ano minsan, nagkakainggitan, ganun.

Kristelle:

Hmm ah eto na lang, ahm huling tanong na lang. Ah pano sa tingin mo dapat kayo tinatrato sa

loob ng pabrika?

Alma:

Dapat parehas lang. Kahit na sabihing lalaki pa sila.

Kristelle:

Ah sige. Ate alma maraming salamat sa pagsagot sa ilang katanungan.

Che – Transcription

Kristelle:

Ah magandang hapon ate che. May mga katanungan lang ako dito para sayo. Ah bilang panimula

kamusta naman yung pabrika niyo dito? Kamusta yung place, yung pasilidad niyo dito?

Che:

Okay naman, maayos .

Kristelle:

Ah bale meron ba kayong mga qualifications para matanggap ka dito sa pabrika?

Che:

Wala naman, basta masipag ka.

Kristelle:

Hmm… un naman pala. Bale kamusta yung safety niyo saka yung security niyo dito sa loob ng

pabrika?

Che:

Okay naman, nasa mabuti naman. Maayos.

Kristelle:

Ah kamusta naman yung relatioship niyong magkakatrabaho? Kamusta yung pakitutungo niyo sa

isa‟t isa?

Che:

Okay naman. Parang close, parang pamilya, ganun.

Kristelle:

Ah e kamusta naman yung relationship ng mga trabahador dun sa mga nakakataas, dun sa boss

niyo, sa mam niyo,

Che:

Ah okay naman, minsan. Mas lamang nga lang sila, mga lalaki kesa saming mga babae.



Kristelle:

Ah e yung mga ginagawa niyo dito sa loob ng pabrika? Okay naman ba yung trabaho niyo?

Mabigat ba or sakto lang?

Che:

Merong mahirap, merong madali lang. Pero okay naman, nakakaya naman.

Kristelle:

Ah.. Meron bang mga pagkakataon na merong mga harassment o kaya violence sa mga

kababaihan na nangyari dito sa loob ng pabrika?

Che:

Oo meron. Di naman maiiwasan, ganun.

Kristelle:

Pwede ka bang magbanggit ng kahit ilan or kahit isa lang ganun, example lang.

Che:

Hmm sa pangbabastos, ganun.

Kristelle:

Ah dun sa, dun naman sa ano sa promotion, pano nangyayari yung promotion dito? Ah ano bang

sistema niyo dito sa loob ng pabrika?

Che:

Kailangan ano, masipag ka. Pakita mo na kaya mong gawin. Makayanan mo lahat ng

pinapagawa sayo.

Kristelle:

Ah meron ba kayong mga policy dito sa loob ng pabrika? Pwede ka bang magbigay ng ilan?

Che:

Sa pananamit, kailangan ano, maayos. Yung tipong pormal, ganun. Hindi maiksi. Hindi kulang

sa tela, bitin sa tela. Kailangan yung kagalang galang na suot.

Kristelle:

Ahm meron pa bang iba? Halimbawa sa oras ng pasok, ganun.

Che:

Meron sa mga pasok, sa mga late. Pag late, may mga policy na pag late, walang allowance.

Yung mga ganun.

Kristelle:

Ah bale sang ayon ka naman ba sa mga policy niyo dito sa loob?

Che:

Oo naman, para naman samin yun e.

Kristelle:

Ah.. meron ka bang nakikita na hindi pantay na pagtrato dito sa loob ng pabrika? Halimbawa sa

mga kababaihan saka sa mga kalalakihan?

Che:



Meron, lalo na sa sahod . Tas may mga binibigay pa na mas lamang sila kesa samin.

Kristelle:

Eh dun naman sa pagtrato sa mga magulang dun sa mga single lang?

Che:

Okay lang din naman. Okay naman.

Kristelle:

Ah… Diba ikaw bilang isang single, ah di mo pa nararanasan maging nanay, sa opinyon mo,

nakakaapekto ba yung pagiging nanay dun sa pagtatrabaho?

Che:

Okay naman, okay lang naman, pantay lang naman.

Kristelle:

Ah bale sa tingin mo ba kapag ka nanay ah mas mahirap, mas nahihirapan ba sila sa pagtatrabaho

o hindi?

Che:

Depende. Kasi pag nagtatrabaho sila mas mahihirapan sila kasi wala silang trabaho, wala silang

pambubuhay sa mga anak nila.

Kristelle:

Ah sa tingin mo ba yung paigiging nanay nakakaapekto din yun para mapromote sila sa loob ng

pabrika?

Che:

Hindi, para sakin hindi.

Kristelle:

Ah okay, ah sakto lang, okay lang din naman?

Che:

Oo. Okay lang.

Kristelle:

Ah bale sa tingin mo, ano ba yung dapat na katayuan o pagtrato sa mga kababihan sa loob ng

pabrika dito sa pagtatrabaho niyo?

Che:

Respeto, ganun lang. Respeto.

Kristelle:

Ah bilang huling katanungan na rin, may mga mairerekomenda ka para ah ma.. para mapalabas

yung sinasabi mong respeto sa mga kababaihan dito sa loob ng pabrika ninyo?

Che:

Paggalang, ganun lang. Yun bang sumasang ayon ka kung tama naman. Kung hindi, okay lang

din, nasa sayo yun.

Kristelle:

Ah bale ayun lang, maraming salamat sa pagsagot sa mga katanungan.



Che:

Okay, thank you.

Nancy – Transcription

Kristelle:

Ah hello ate Nanz. Ah bale may mga katanungan lang ako dito na tatanungin sayo tungkol dun

sa pabrika niyo. Bale bilang pasimulang katanungan, pano mo naman pano mo madedescribe

yung pabrika niyo? Kamusta naman dun sa pinagtatrabahuhan niyo?

Nanz:

Ah okay lang. Ah maraming trabahador. Malaki yung pabrika. Maganda yung, okay naman

yung mga ano pasi pasi ano pasilidad sa pabrika.

Kristelle:

Bale nabanggit mo na din yung pasilidad, kamusta naman yung iba pang lugar sa pabrika? Okay

naman ba sa mga trabahador?

Nanz:

Ah okay lang naman kasi hiwalay naman yung, hiwalay yung cr ng mga babae sa lalaki, tapos

ahm iba yung mga iba yung ginagawa naming mga babae sa lalaki kaya okay lang.

Kristelle:

Ah bale meron bang mga qualifications para makapasok dun sa pabrika niyo?

Nanz:

Wala naman masyado. Basta siguro masipag ka lang, pwede ka na dun.

Kristelle:

Ah. Pwede na pala yung masipag. Ah bale kamusta naman yung security niyo dun sa pabrika?

Safe naman kayo dun?

Nanz:

Safe naman, kasi mahigpit yung security e.

Kristelle:

Meron naman kayong guard dun sa pabrika niyo?

Nanz:

Meron syempre.

Kristelle:

Mabuti naman kung ganun. Bale kamusta naman yung relationship niyo dun sa loob ng pabrika?

Halimbawa yung relationship niyo ng mga katrabaho mo? Ano naman masasabi mo dun sa

pakikitungo niyo sa isa‟t isa?

Nanz:



Okay lang naman, masaya. Parang ano, parang magkakapatid din. Siguro sa tagal na ding

magkakasama.

Kristelle:

Bale gano ka na pala katagal dun sa pabrika niyo?

Nanz:

Ako? Ah magfofour years.

Kristelle:

Ah matagal tagal na din pala. Bale kamusta naman yung relationship ng mga trabahador dun sa

mga nakakataas sa kanila?

Nanz:

Ahm minsan hindi maganda kasi parang inaano nila yung kasi mas matagal sila samin ganun.

Kaya medyo ano yung tingin nila sa baguhan. Ganun.

Kristelle:

Ah. Meron pa bang ibang pangyayari na hindi naging okay yung relationship ng mga mas

nakakataas sa normal na mga trabahador?

Nanz:

Minsan yung kapag nauutusan ka na hindi mo nagets agad, sisigawan ka kasi mas ano mas

mataas sila sayo kasi mas matagal na sila, yung mga ganun.

Kristelle:

Ah ganun pala. Ah bale ano may mga nakikita ka ba na mga harrasment o kaya violence na

nangyayari dun sa loob ng pabrika? May mga masasabi ka bang ibang mga ganung pangyayari?

Nanz:

Wala naman grabe, yung mga ganun lang, yung mga pagsigaw sigaw sa mga, sa mga lalo na sa

mga babae lalo na kapag hindi agad nasusunod yung utos ng mga nasa taas. Yung mga ganun

lang na ano.

Kristelle:

Meron pa bang iba?

Nanz:

Hmm minsan siguro yung minsan na ano pa ba? (long pause) ung… minsan kapag ano yung na

dinadaan sa mga papalo palo, hindi mo alam kung biro yun o nahihipuan ka na, bigla kang

yayakapin, hahawakan ka sa mga bewang bewang ganyan. Minsan nakaka, minsan kasi minsan

nagiging iba na yung dating lalo na kapag mga lalaki yung bibiro sayo.

Kristelle:

Ah ganun pala, bale kamusta naman yung mga ginagawa niyo dun sa loob ng pabrika? Anu ano

ba yun? Saka mabigat ba or ayos lang?

Nanz:



Yung ginagawa naman namin sa pabrika, magaan lang naman kasi nagdidikit dikit lang naman

kami. Nagbubuo lang kami ng kung ano yung mga product namin. Binubuo lang, ganyan.

Magaan lang naman.

Kristelle:

Ah mabuti naman kung ganun. Bale ah tungkol naman sa ano, promotion, ah kamusta naman

yung promotion niyo dun sa loob ng pabrika? Paano ba nangyayari dun?

Nanz:

Ah yung promotion samin siguro ano, yung pag matagal ka na, syempre , mas ano ka dun sa

pinaka ano kasi matagal ka na. Yung ganun kasi mas ekspiryensado ka na siguro, ganun.

Kristelle:

Ah bale may mga maibibigay ka pa ba na ibang mga experiences mo doon sa loob ng pabrika?

Nanz:

Hmmm ano ba, anong experiences?

Kristelle:

Ah yung mga nangyayari dun sa loob, ah magkwento ka lang, yung mga ibang nangyayari, kung

pano nangyayari yung bawat araw niyo dun, ganun.

Nanz:

Minsan pag ka konti lang yung gawa namin, masaya ganun. Kaya lang pag marami yung gawa

namin minsan nagkakapikunan. Kasi nagmamadali yung iba ganyan. Medyo nagkakaron ng

inggitan. Nagmamadali ng bawat gawa ganun.

Kristelle:

Bale ano. Meron ba kayong mga policy sa loob ng pabrika?

Nanz:

Marami, marami rin. Ano, bawal ang magligawan. Bawal ang, bawal ang nakashort. Bawal yung

mga pag gumagawa bawal yung harutan na, bawal yung harutan, mga ganyan.

Kristelle:

Ah bale dun sa mga policies niyo sa pabrika, ano naman masasabi mo dun? Ano yung mga

opinyon niyo dun? Ano yung pagtingin niyo dun?

Nanz:

Minsan medyo may pagkahigpit. Katulad nung ano yung sa pagdadamit, minsan may bawal.

Tapos yung sa pagkaen.

Kristelle:

Ah bawal bang kumaen habang nagtatrabaho?

Nanz:

Syempre bawal kapag andyan yung boss pero pag ka ano naman okay lang. Basta wag ka lang

papahuli. (laugh)

Kristelle:



Ah bale dun naman ah may mga nakikita ka ba na hindi pantay pantay na pagtrato? Halimbawa

dun sa mga lalaki sa babae?

Nanz:

Ah parang ano, parang mas ano nila yung, mas ano nila yung ano e yung mga lalaki, parang mas

pinapaboran dahil mas mabigat daw yung trabaho nila parang ganun. Pero sa tingin ko naman

parang parehas lang e.

Kristelle:

Eh kamusta naman yung bayad dun sa babae saka sa lalaki?

Nanz:

Yun nga e, mas malaki yung sahod ng lalaki tapos ang pinaka ano nila, mas mabigat yung ano

ng mga lalaki.

Kristelle:

Eh dun naman sa ano, dun naman sa pagtrato sa mga ano halimabawa dun sa mga nanay na dun

sa mga wala pang anak? May mga nakikita ka bang ibang pagtrato sa dalawa?

Nanz:

Minsan kasi ano minsan mas ano sila sa pagtrabaho, parang mas masipag nga sila kasi siguro

walang sila iniiisip na ano sa bahay di katulad ng mga nanay, minsan kapag may problema sa

bahay dala dala nila sa pabrika.

Kristelle:

Ah ganun… bale ilan na pala yung anak mo ngayon?

Nanz:

Ahm tatlo,

Kristelle:

Ah bale sa tingin mo, paano nakakaapekto yung pagiging nanay dun sa mga kinikilos mo sa loob

ng trabaho?

Nanz:

Ahm kapag may problema sa bahay tapos papasok ka minsan namamali-mali yung gawa mo.

Nandyan yung maanuhan ka ng pandikit, o kaya minsan mahiwaan ka kasi may mga gamit

kaming cutter. Syempre parang nawawala ka minsan sa sarili mo. Magugulat ka na lang nahiwa

ka na. Kasi nga yung isip mo nasa bahay.

Kristelle:

Ah meron pa bang iba?

Nanz:

(Long pause, maybe thinking)

Kristelle:

Ah bale meron pa bang ibang nakakaapekto sa pagkilos mo sa loob ng trabaho?

Nanz:



Ano yung minsan nga, pagka sa bahay nga, may mga gagawin ka pa, di mo na ano yung oras,

papasok kang nale-late, yun, mapapagalitan ka syempre dahil bawal ma-late.

Kristelle:

Ah bale ano, dun sa balik tayo dun sa promotion. Ah tingin mo ba nakakaapekto yung pagiging

nanay dun sa pagkakaroon ng mo ng promosyon sa trabaho?

Nanz:

Siguro. Kasi nga katulad ng sinabi ko minsan mas ano yung, mas ano yung mga promosyon sa

mga dalaga e. Kasi iba yung sipag nila kesa sa mga katulad naming. Siguro ganun

Kristelle:

Ah bale tingin mo ba mahalaga yung promotion para mapaangat ka dun sa trabaho mo?

Nanz:

Oo naman syempre. Kasi pag once na napromote ka syempre magiiba yung tingin sayo ng mga

kasamahan mo. Tapos tataas yung sahod mo ganun.

Kristelle:

Ah bale ano sa tingin mo ba dapat yung kalagayan ng mga kababaihan para dyan sa mga

pinagtatrabahuhan nila?

Nanz:

Mga kalagayan? Siguro ano, siguro dapat pantay pantay. Kasi pare parehas lang naman kayo ng

ginagawa e. Pare-parehas kayong pagod, ganun. Kaya dapat pantay pantay yung pagtingin.

Kristelle:

Ah oonga naman. Bale sa tingin mo yung mga ah diba may mga nabanggit ka na hindi pantay

pantay na pagtingin o pagtrato, paano sa tingin mo yun nakakaapekto dun sa pagkilos mo sa

loob ng pabrika? Nakakapekto ba yun sa productivity mo sa loob ng pabrika?

Nanz:

Minsan pagka halimbawa ano maraming gawa ganyan, tapos ano makikita na yung mga dalaga

nakikita na mas maraming ginagawa mas busy yung ganun, tas kaming mga nanay syempre

nanay ka minsan pagod, napapagalitan kami kasi nga inaano nga na wala kami sa sarili naming

sa pagtatrabaho, ganun.

Kristelle:

Ah bale nakakaapekto ba yun sa nagiging behavior mo sa loob ng pabrika?

Nanz:

Ah oo kasi minsan pag napagalitan na ko tinatamad na ko gumawa. Naano yung isip ko kasi nga

naanoo ka sa mga kasama mo na pinagalitan ka ganyan. Kaya parang nawawala ako sa trabaho

ko.

Kristelle:

Nakakaapekto rin ba yung mga hindi pantay na pagtrato sa pagtingin mo at pagpapahalaga mo sa

sarili?

Nanz:



Minsan nakakapekto nga kagaya nung sinabi ko na minsan pag napapagalitan ka sa harap ng

marami napapahiya ka , ganun, Parang nawawala ka sa ano mo kaya parang nawawala ka sa

trabaho mo.

Kristelle:

Ah oo, sabagay. Bale ano, ano ba sa tingin mo yung dapat na tamang pagtrato sa mga kababaihan

lalo na sa mga magulang na kababaihan sa pabrika na tinatrabahuhan niyo?

Nanz:

Hmm yun nga siguro dapat pantay lang yung pagtrato nila kasi katulad ng sinabi ko pare

parehas lang naman yung ginagawa naming. Iisa lang naman yung ginagawa namin. Pare-

parehas naman kaming pagod. Pagka pahinga naman sabay sabay naman kaming nagpapahinga,

kaya dapat pantay.

Kristelle:

Hmm ah bilang last na huling katanungan, may maibibigay ka ba na mga rekomendasyon para

mapabuti ang kalagayan ng mga nagtatrabaho na kagaya mo?

Nanz:

Ah ano siguro sa ano, kung ako, kung ang iaano kong rekomendasyon, parehas na sahod.

Walang mas mataas. Tapos yung sa promotion, siguro parang parehas lang din. Di porket nanay

ka mas papaboran yung mga dalaga, ganun.

Kristelle:

Ah oonga naman. Maraming salamat sa pagsagot sa mga katanungang ito.

Nanz:

Thank you rin.

Ner – Transcription

Kristelle:

Ahm magandang hapon po. Bale may mga katanungan lang po ako dito na hinihiling ko sana na

masagot niyo po. Ah bal dito naman po iikot sa mga pangayayari sa pabrika yung mga

katanungan naten. Bilang umpisa po, ah kamusta naman po yung ah yung pabrika niyo po?

Kamusta naman po yung pasilidad dito sa loob?

Ner:

Ah okay naman yung mga pasilidad naming dito. Pero meron pa ring, maraming kulang ah kasi

ah mahirap ipaliwanag (laugh)

Kristelle:

Ah okay lang po.

Ner:



Ganun talaga kasi mga Chinese e. Kalimitan hindi naman talaga sila sumusunod. Basta yung

mga pasilidad dito, maraming kulang. Marami talaga. Pag inisa isa ko, talagang marami.

Kristelle:

Ah kamusta naman po yung safety po ng mga trabahador dito? Okay naman po bas a tingin

niyo?

Ner:

Ah okay naman pero minsan di talaga maiiwasan na nasusugatan sila pero or may nasasaktan

pero syempre obligasyon naman talaga ng kumpanya na ipagamot sila. So pagdating sa mga

ganung bagay, nabibigay naman ng company talaga. Natutugunan naman yung mga

pangangailangan nila. Pero yung safety, ah siguro kahit magkaron ng safety di talaga maiwasan

kasi diba nga minsan yung cutter syempre kahit na hindi naman pwedeng gumamit sila,

maglagay sila sa kamay para hindi masugatan. Talagang hindi maiiwasan na hindi sila

masugutan. So careful naman sila, bihira naman yung pangyayaring ganun.

Kristelle:

Ah okay. Bale ano po, matanong ko lang po, meron po ba kayong mga qualifications na

tinatanggap para po makapasok yung isang trabahador dito?

Ner:

Ahm meron din syempre unang una kailangan ah may kakayahan siya na magtrabaho, una yung

kalusugan niya dapat ah kailangan kaya talaga ng katawan niya na magtrabaho dito. Tapos yung

sa edad, ah… siguro meron din pero minsan hindi talaga nasusunod. Kasi minsan may mga

katulad ng mga senior, minsan talaga gusto nila magtrabaho so nakikiusap sila. Napapagbigya

naman sila pero yung trabaho na ibinibigay sa kanila napakagaan. Sobrang kayang kaya naman

nila pero ah ah pero ang mas gusto talaga naming e yung mga mas bata. Mas bata talaga. Siguro

mga 18 to 30 years old ganun. Saka hindi naman kailanga maganda or pogi (laugh).

Kristelle:

(laugh) Oo nga po, basta kaya.

Ner:

Basta kaya niya magtrabaho.

Kristelle:

Ah opo. Bale ano po, kamusta naman po yung mga pakikitungo, yung mga relationship po ng

mga unahin po muna natin yung sa worker to worker.

Ner:

Ah ayun. Siguro sa lahat naman ng company o sa lahat ng pabrika talaga, maliit man yan o

malaki, siguro kung ano yung nangyayari sa ibang company, malaki man yan o maliit, ganun

din, yung karaniwang nangyayari dito, minsan may mga pagtatalo pero never naman dumating

dun sa may mga nagkakasakitan talaga sila. Siguro hanggang sa bibig lang talaga lalo na yung

mga babae hindi talaga maiwasan. Sa mga boys naman, hindi ko naman sila nakita na nag away.

So may disiplina din naman kahit papano saka siguro dahil sa samahan na rin, tagal na naming



magkakasama so minsan nawawala yung respeto pero saglit lang siguro. Tapos ganun na rin.

Parang magkakapatid na din talaga yung turingan sa tagal na panahon na pinagsamahan. Mas

mahaba na yung time namin dito sa trabaho kesa sa makasama yung pamilya namin.

Kristelle:

Eh kamusta naman po yung relationship po ng halimbawa ng mga trabahador dun sa mga mas

nakakataas na posisyon?

Ner:

Ah actually wala naman talagang nakakataas dito maliban kay boss at kay mam, sila. Ako naman

secretay pero yung sarili ko, kung ano sila, pilit ko silang inaabot. Kumbaga ako na lang yung

bababa para maging maayos yung trabaho kasi di ko naman, dito kasi sa klase ng trabaho

naming, di naman kailagan secretary ka magtaray ka, magsungit ka, kailangan mo rin

pakibagayan yung mga tao. Sa boss naman naming, yung mga kasama ko, okay naman, nandun

naman yung respeto nila, yung paggalang, yug mga walang galang, umalis na. (laugh)

Kristelle:

Ah bale ano po, kamusta naman po yung mga trabaho dito? Yung mga trabaho pos a mga

trabahador niyo, pano niyo po madedescribe yun, okay naman po ba ganun?

Ner:

Ahm katulad ng sinabi ko kanina, ah siguro ganun din naman sa ibang company, sabi nga kapag

walang nakatutok na mata alam mo yun, banjing banjing.

Kristelle:

Ah opo.

Ner:

Pero nahahandle ko din naman yung mga ganung bagay. Siguro minsan kailangan ko pa silang

lambingin, kausapin. Di mo sila pwedeng daanin sa bulyaw o sa dahas. Kasi syempre yung

siguridad ko din, mahirap din kasi alam mo na, mamaya pagalitan ko tapos paglabas, ako naman

yung balikan. Pero mababait naman sila. Sumusunod naman sila. Okay naman.

Kristelle:

Bale ito po, meron po bang mga pangayayari na mayroon o nagkaroon ng harassment o violence

doon sa mga kababaihan na nagtatrabaho dito sa loob ng pabrika?

Ner:

Parang wala naman ako matandaan na nagkaroon ng ganun. Harassment? Parang wala naman.

Siguro sa labas pero ditto sa loob, wala naman o hindi lang nila ipinapakita sa akin.

Kristelle:

Ah bale punta naman po tayo dun sa promotion. Ah nagkakaroon po ban g promotion ditto sa

pabrika kagaya po ng halimbawa yung normal lang na trabahador tas nagiging leader mga ganun.

Ner:



Ah dati meron pero napromote na sila lahat. Yung leader dati hanggang ngaykon, yun pa rin. So

wala naman talagang promotion kasi kahit leader na sila, ganun pa din yung sahod pero yun nga

lang sa mga incentives, dun lang sila nagkakalamangan.

Kristelle:

Ah bal anu ano po yung mga experiences niyo dito sa loob ng pabrika, okay lang po b na

magkwento kayo ng iilan?

Ner:

Ah.. experience? Marami e. Example pag marami kaming deliveries, stress talaga e. Tas

nagkakasakit na talaga ako. Siguro two years na akong parating andito. Kasi yung sobramg stress

ko yung lalamunan ko. Nagkakaroon sya ng maraming nana pag sobra akong naistress. Pero

siguro dahil bata pa nga kaya konting punta lang sa doktor bigyan lang ng gamot okay na ule. Sa

mga tao naman namin, minsan malimit mangyari yung sinabi mo na inutos mo na, 10 times mo

nang sinabi pero parang wala padin, yung mga ganung bagay nahahandle ko naman. Yun nga

ako padin ang kelangan magpasensha, di mo kailangan bulyawan. Sabi nga e kailangan lang

talaga na makibagay din sa mga tao. Kase syempre sabi nga ang tao naman, yung kumbaga

kapasidad ba, hindi pare-parehas. Merong madaling makaintindi, merong matagal so kelangan

molang pag-aralan yung galaw, yung kilos ng mga kasama mo. Kung sino yung madaling

utusan, kung sino yung matagal. So kailanagn mo din pag-aralan yung mga ganung behavior ng

mga kasama mo.

Kristelle:

Ah bale matanong ko lang po, meron po ba kayong mga policies ditto sa loob ng pabrika,

halimbawa yung oras ng pagttrabaho ganon ..

Ner:

Ah, hindi naman kami gaanong mahigpit sa ganon. Kasi minsan, kung anung oras nila gustong

pumasok. Pero di naman kami ganon kahigpit. Minsan lang kapag talgang kailangan namin,

kunwari may mga rush kaming trabaho. Talagang, kumabaga kailangan kapag sinabing 6, 6 sila

papasok, 10 sila uuwi. Pero kapag hindi naman, okay lang pasok sila ng 9 papasok sil ng 10,

papasok sila ng 1. Malaya naman sila kapag wala kaming masyadong trabaho.

Kristelle:

Para sainyo po, okay naman po yung mga polisiyang ganon? Sinasang-ayunan nyo naman po?

Ner:

Sa ganitong klase ng trabaho, okay din naman na iyon. Kasi yung trabaho naman naming, hindi

naman din katulad sa iba na permanente, na parating ganon. Okay din, okay naman. Kase di

katulad ng ibang company na kapag sinabing 8 to 5, alam mong may gagawin sila. Kumbaga yun

na yung routine ng buhay nila araw-araw, yung trabaho nila. Ditto iba-iba eh. So depende din sa

dating ng trabaho namin, minsan talaga wala minsan meron. Shempre yun nga, dahil yung iba

pakyawan, kung kalian merong trabaho, saka sila andito. Parang kumabaga “on call”. Pero yung

mga regular talaga 8 to 5 yan.



Kristelle:

Bale ano naman po yung nakikita nyong hindi pagkakapantay-pantay na trato dito sa loob ng

pabrika? Bale unahin po natin yung halimbawa, sa babae tyaka sa lalaki.

Ner:

Ah, parang wala naming hindi pagkakapantay-pantay. Siguro yung height lang nila (laughs) joke

lang. Parang parehas lang naman. Parang wala naman akong masabi na mas lamang si girl, mas

lamang si boy. Kaya lang syempre sa trabaho mas lamang talaga yung lalaki kasi mabigat yun.

Sa trabhong mabigat, syempre sila. Pero yung sa in terms of money o salary, parehas lang.

Minsan lamang lang ang boys ng incentives. Konti lang, kase talgang mabigat naman trabaho

nila kesa sa mga babae.

Kristelle:

E dun naman sa halimbawa, sa single na babae sa may anak na babae?

Ner:

Ah, okay. Ang pinaka lamang lang siguro ng mga nanays minsan syempre si ma‟am, nanay din.

Alam mo yung, pag mother‟s day, nagbibigay si ma‟am ng extra para sa mga mother. Sa mga

single wala kasi wala naming silang mga anak. Pero koting bagay lang naman di naman sobrang

laki. Parang wala naman masyadong issue doon.

Kristelle:

Ah bale kayo po, diba nanay nadin po kayo. Ilan po yung anak nyo?

Ner:

Three. Three boys.

Kristelle:

Wow puro lalaki po pala. So sa tingin nyo po, pano nakakaapekto yung pagiging nanay sa mga

ikinikilos nyo po at sa behavior nyo po dito sa pabrika.

Ner:

Ah okay. „Pag galing ako sa bahay papuntang trabaho, yung ugali ko sa bahay di ko naman

nadadala dito. Pero, yun, yung paglabas ko sa trabaho pag-uwi sa bahay. Yung minsan sobrang

pagod na talga ako tapos kukulitin ka ng anak mo. Minsan mainit ulo mo, di ko naman sila

pinapalo pero misan diko talaga mapigilan na hindi talaga mainis. Tapos yun nga, minsan pag

sobrang stress ditto, minsan nadadala ko talaga sa bahay. Hindi maiwasan, pero hindi naman

ganun kagrabe. Minsan lang may mga time talaga na hindi ko maiwasan. Siguro mahirap talga

ang maging working mom.

Kristelle:

Ah opo. Sa tingin nyo po ba yung pagiging nanay, nakakaapekto po yun dun sa pagttrabaho ditto

halimbawa po yung ibang mga trabahador din, tapos sa mga karanasan nyo din po?

Ner:

Kung nakakaapekto ba yung pagiging nanay ko sa kanila?

Kristelle:



Hindi po. Sa trabaho nyo po ditto, sa mga gawain .. ganon. Mas nahihirapan po ba kayo?

Ner:

Ah, hindi naman. Kasi nasanay na ako. Siguro dahil yun nga bata pa naman ako kaya di ko pa

nararamdaman, minsan stress lang. Yun lang naman. Wala namang mashadong nakakaapekto. Sa

mga anak ko meron. Pero sa akin wala naman kasi syempre mahirap din lumaki ng ang nanay

laging nasa trabaho. So yun, minsan yung mga behavior ng mga anak, yun yung nagkakaron ng

epekto pero sa akin wala naman.

Kristelle:

Dun po sa mga, diba may mga leader po kayo ditto sa pabrika, sa tingin nyo po ano po ba yung

mas okay, yung single po oh yung nanay po?

Ner:

Single or nanay. Parang wala naman. Okay lang sa akin kahit single, okay lang kahit nanay. Kasi

as long as kaya nya talgang sumunod, okay naman wala naming problema sa akin.

Kristelle:

Ah bale bilang babae po, ano po sa tingin nyo yung dapat kalagayan ng mga kababaihan sa

trabaho nila?

Ner:

Ah okay, dapat syempre mas magaan yung trabaho ng babae kesa sa lalaki. So dapat kung ano

lang talaga yung kaya nung babae dapat yun lang yung ibigay sa kanila. Wag yung masyadong

mabigat na trabaho. Kasi sa iba diba nakikita natin nagbubuhat. So ditto hanggat maari iniiwasan

nating na magbuhat ang mga babae ng mabigat. Dapat sa lalaki. Tska minsan hindi ko sila

pinapayagan talaga mag overnight kahit gusto nila. Kasi syempre yung puyat, mahirap yun.

Akala lang nila okay sila ngayon, pero pag lipas ng panahon, sabi nga dun nila aanihin yung

sakit ng katawan kasi napagdaanan ko na yun. Wala kasing nagsaway sa akin dati na wag kang

mag overnight ganun. Pero ngayon hanggat maaari kinokontrol ko talaga sila sa mga mabibigat

na trabaho.

Kristelle:

Pero wala naman pong mga ganun na nangyayari ditto sa loob?

Ner:

Uhm, wala naman.

Kristelle:

Ah bilang huling katanungan na po, may mga mairerekumenda po ba kayo na ano ba dapat yung

trato talaga sa mga kakaihan lalo sa mga pabrika na kagaya nito?

Ner:

Ah okay, so dapat talaga ang maging trato ng company? .. sa mga kababaihan .. ah siguro

kailangang ibigay yung mga pangangailangan nila. Let‟s say yun nga, kunwari nagkaron sila ng

sakit dahil nga pakyaw sila. Diba. So sana yung company, magbigay din sila ng tulong kahit na

sabihin na pakyaw yun. So may karapatan pa din naman sila dahil nagtarabho sila. Pero sa



ngayon nabibigay din naman ng mga boss kung ganon, nakakabali din naman sila. So hanggat

kaya naman ng company, nabibigay din naman sa kanila. Siguro minsan lang, di sapat, pero sana

maging sapat. Ayun, tska ano pa .. ayun nga sana yung sobrang oras ng pagttrabaho, sobrang

haba din kasi minsan. Tapos sana yung hanggat maaari hanggang 12 hrs. lang yung

pinakamatagal. Kasi mahirap din, lalo na mga nanay syempre may mga anak yung iba. Kasi ditto

talaga minsan yung oras yung kalaban mo. So sana yun yung pinagppray naming na kahit na

rush yung trabaho .. pano kung parating rush katulad dati. So yun, mga simple lang naman dapat

mabigay nya (ng company) yun lang yun lang.

Kristelle:

Ah opo. Ah bale maiming salamat po sa oras at sa pagsagot po sa mga katanungan.

Ner: okay thank you.

Per – Transcription

Kristelle:

Ah magandang hapon ate. Bale may mga katanungan lang ako dito para syo na hinihiling ko na

sana masagutan mo. Ah bilang paumpisa, kamusta naman yung pabrika niyo dito sa loob?

Kamusta naman yung pasilidad, ganun, yung place niyo dito?

Per:

Ah maayos naman. Ah malinis, ganun. Tas ano, ma ahm ano bay un, ma ano siya, maayos.

Kristelle:

Ah malaki naman para sa lahat ng nagtatrabaho?

Per:

Oo malaki siya saka floor by floor sa mga babae, sa lalake ganun. May mga space kami.

Kristelle:

Ah mabuti naman kung ganun. Ah bale meron bang mga qualifications para makapasok ka dito

sa pabrika na pinagtatrabahuhan niyo?

Per:

Ah meron din. Yung, yung, katunayan na 18 years old ka na, ganun. Yun lang naman pero hindi

naman siya masyadong ano.

Kristelle:

Ah bale kamusta naman yung safety niyo dito sa loob ng pabrika? Yung security niyo?

Per:

Ah maayos naman. Saka halimbawa for emergency, meron kaming first aid ganyan. Saka may

mga fire exit kami.

Kristelle:



Ah okay naman kung ganun. Bale kamusta naman yung relationship niyo dito sa loob ng

pabrika? Halimbawa yung relationship ng mga magkakatrabahador?

Per:

Ah nagkakaisa naman kami. Saka walang gulo, ganun. Saka maayos yung trabaho namin.

Kristelle:

Ah bale kamusta naman yung relationship ng mga trabahador dun sa mga nakakataas? Sa mga

boss niyo ganun?

Per:

Di ko masayadong naintindihan.

Kristelle:

Ah bale kamusta yung pakikitungo ng mga trabahador dun sa mga mas nakakataas sa pwesto?

Halimbawa sa mam niyo, sa boss niyo, ganun.

Per:

Okay naman, pantay pantay pa rin kami.

Kristelle:

Ah bale kamusta naman yung trabaho niyo dito? Mabigat ba or ayos naman?

Per:

Okay naman. Sapat lang samin. Kaya naman namin.

Kristelle:

Ah may mga pagkakataon ba na meron mga harassment o violence na nangyayari sa mga

kababaihan dito sa loob ng pabrika?

Per:

Ay wala naman.

Kristelle:

Ah hmm bale paano nagkakaroon ng promotion dito sa loob?

Per:

Siguro pag ano matagal kana ganun, saka pag maayos trabaho mo saka pag maganda yung

performance mo ganun.

Kristelle:

Hmm ah bale ah meron ba kayong mga policies dito sa loob ng pabrika?

Per:

Ahm meron din. Tulad ng ano, ng bawal gumamit ng cellphone pag working hour ganun.

Kristelle:

Ahm.. meron pa bang iba?

Per:

Mero pa, yung bawal ang late. Yun lang naman.Di naman ganun kahigpit.

Kristelle:

Ah bale sang ayon ka naman dun sa ano sa mga policies nay un?



Per:

Ah oo naman.

Kristelle:

Ah bale meron ka bang mga di pagkapantay pantay na nakikitang pagtrato? Halimbawa sa mga

kababaihan saka sa mga kalalakihan?

Per:

Ah… Wala naman. Pantay pantay naman kasi kami. Depende na lang siguro sa bigat ng trabaho.

Kristelle:

Ahm sino ba yung may mas mabigat na trabaho?

Per:

Mga kalalakihan.

Kristelle:

Eh dun naman halimbawa sa mga single saka dun sa mga nanay, may pagkakaiba ba?

Per:

Ahm siguro kasi yung mga nanay kapag may problema sila hindi sila nakakapasok parang

ganun.

Kristelle:

Ah bale ikaw, diba single ka ngayon, ah bale sa tingin mo ba nakakaapekto yung pagiging nanay

dun sa pagtatrabaho? (Di daw niya marinig) Ah bale bilang single, sa tingin mo ba nakakaapekto

yung pagiging nanay sa pagtatrabaho since ikaw single ka ngayon?

Per:

Ahm siguro kasi ako sarili ko lang yung iniisip ko. Hindi kagaya nung mga nanay na may mga

anak silang iniisip.

Kristelle:

Ah sa tingin mo ba nakakaapekto yung pagiging nanay para mas mapromote sila sa pagiging

leader ganun?

Per:

Siguro kasi pag single ka mas nagiging active ka. Katulad ng pag nanay ka syempre nahahati

yung oras mo.

Kristelle:

Ah oonga. Bale bilang ano, bilang huling katanungan na rin, ano sa tingin mo yung dapat

katayuan ng mga kababaihan sa pagtatrabaho lalo na sa pabrika na kagaya nito? (paulit daw) Ah

ano sa tingin mo yung dapat na katayuan ng mga kababaihan sa pagtatrabaho, yung halimbawa

dabat ba pantay yung trato? Yung sa sahod, yung mga ganun.

Per:

Pantay pantay kasi ano e parehas naman trabahador ganun.

Kristelle:

Ah osige. Bale maraming salamat sa pagsagot sa mga katanungan.



Teng – Transcription

Kristelle:

Ah hi teng, ah bali meron lang akong mga ilang katananungan dito tungkol dun sa trabaho niyo

sa loob ng pabrika. Bale bilang pasimula, kamusta naman yung pabrika niyo? Ano namang

masasabi mo dun, ganun?

Teng:

Maganda naman, minsan makalat pero naglilinis naman din yung mga lalaki samin. Malaki, di

naman kami nagsisiksikan, yun.

Kristelle:

Ah bali ano, dun ba sa pabrika niyo meron bang mga qualifications para makapasok ka?

Teng:

Wala namang hinahanap na qualifications, pasok lang ganun.

Kristelle:

Ah.. bale ano, yung security niyo dun sa loob ng pabrika, kamusta? Okay naman ba?

Teng:

Okay yung security namin dun kasi kinukuha nung pinakaamo naming yun sa agency.

Kristelle:

Ah mabuti naman kung ganun. Bale kamusta naman din yung mga relationship niyo dun sa loob

ng pabrika,halimbawa yung relationship ng mga trabahador, kamusta?

Teng:

Okay naman yung relationship naming sa isa‟t isa. Minsan nagkakaron din ng away away pero

nagkakaayos din naman.

Kristelle:

Ah.. eh kamusta naman yung relationship ng mga trabahador dun sa mga nakakataas na

posisyon?

Teng:

Okay din naman kasi mababait naman yung mga nakakataas samin e. Kaya lang bihira lang din

kasi namin sila makita kasi. More on sa labas talaga sila. Para kasing messenger yung trabho nila

dun sa pabrika naming kaya minsan lang sila pumunta.

Kristelle:

Ah ganun pala. Bale yung mga gingawa niyo dun sa pabrika, kamusta yung mga gawain niyo

dun?

Teng:

Okay lang, magaan lang naman yung gawain namin dun, di naman mabigat saka di rin naman

ganun kahigpit. Kasi yung amo namin di rin naman mahigpit samin.

Kristelle:

Ah, bale ano, pwede ka ba magbigay ng example ng mga ginagawa niyo sa pabrika?



Teng:

Pwede naman, ano nagdidikit kami, bumubuo, parang gumagawa ka lang ng project, ganun.

Kristelle:

Ah ganun pala, ah bale eto, meron bang pagkakataon na merong harassment, o kaya violence sa

mga kababaihan na natunghayan ka na dun sa loob ng pabrika?

Teng:

Parang sa tagal ko dun, wala naman, kung meron mang harassment, biru biruan lang, yung

paghawak sa braso, sa kamay, parang normal na lang samin kasi close close talaga kasi kami dun

sa pabrika.

Kristelle:

Ah ganun pala, bali since nabanggit mo na din na matagal ka na dun sa pabrika, gano katagal ka

na dun sa pabrika?

Teng:

5 years.

Kristelle:

Ah.. matagal tagal na din pala. Bale ano naman masasabi mo dun sa promotion sa loob ng

pabrika?

Teng:

Okay naman. Maganda naman yung mga promotion dun. Wala naman ako masabi.

Kristelle:

Ah okay. Ah bale ano, ah pwede bang magbigay ka pa ng iba mo pang experiences sa loob ng

pabrika?

Teng:

Ah yung ano, minsan may libreng pakaen yung amo namin, tapos libreng outing, yung ganyan,

mabait talaga yung amo namin. Pag ka meron talaga siya, hindi siya madamot samin. Lalo na

kapag malakas yung kita niya, sineshare niya talaga samin.

Kristelle:

Ah ,mabait pala talaga yung amo niyo. Bale meron ba kayong mga policy sa loob ng pabrika?

Pwede ka bang magbigay ng ilan?

Teng:

Ano, yung una, bawal mag uwi ng mga kung ano yung ginagamit namin dun. Tapos pangalawa,

kailangan nagsusurender kami ng phone. Tapos bawal yung tugtog, yung radio ganyan,

nakaheadset bawal. Yun lang naman, mga simpleng ano lang, di naman as in mahihirap yung

mga pinagbabawal dun.

Kristelle:

Ah. E ano naman masasabi mo dun sa mga policy na yun? Okay lang naman sa inyo o hindi?

Teng:



Okay lang nman kasi natural lang din naman siguro sa pabrika yung may policy so kailangan

sumunod din tayo.

Kristelle:

Ano naman masasabi mo sa mga hmm meron bang di pantay pantay na trato sa loob ng pabrika?

Yung mga diskriminasyon, ganun. Halimbawa sa lalaki, sa babae, ganun.

Teng:

Meron kasi mas mataas yung sahod ng lalaki pero kasi kaya naman ganun mas mabigat yung

trabaho nila. Tapos yung may anak sa wala pang anak, tulad kapag mothers day siyempre sila

lang yung binibigyan ng amo namin, ganyan. Mga simpleng ano lang naman, di naman yung

talagang ibang iba talaga yung pagtrato, di naman ganun.

Kristelle:

Ah ganun,bali ikaw diba wala ka pang anak. Sa tingin mo kapag ba meron ng anak,

makakaapekto yung pagiging nanay sa trabaho?

Feeling ko hindi naman kasi maluwag naman din sa trabaho. Kapag halimbawa yung ibang mga

parents nagpapalalam na yun nga may meeting yung mga anak nila, o kaya recognition, o kaya

ano ggraduate, ganyan ganyan. Pinapayagan naman ng amo namin. Okay naman sa kanya.

Kristelle:

Ah bale yung sa ano, balik tayo dun sa promosyon, tingin mo ba nakakatulong yung promosyon

para makaangat ka dun sa trabaho niyo?

Teng:

Siguro naman nakakatulong kasi natural lang naman sa pabrika yung may mga ganyan e.

Kristelle:

Ah oo nga, ikaw napromote ka na ba?

Teng:

Ah oo, napromote na ko kasi naging leader na ko e.

Kristelle:

Ano naman yung kakaiba dun sa nung leader ka na dun sa hindi pa?

Alma:

Actually wala kasi parang parehas lang kasi pantay naman yung sahod, pag nagbigay ng extra

incentive yung amo namin halos konti lang nman yung diperensya. Siguro ang naiba lang kasi,

ikaw humahawak ka na ng trabaho, inuutusan mo yung mga yung ibang tao, yung mga tauhan

mo dun. Di tulad kapag trabahador ka lang tlaga, susunod ka lang. Yun lang yung pinagkaiba

pero parang pantay lang naman. Wala namang pinagkaiba.

Kristelle:

Ah ganun pala, pero may mga mabibigay ka pa ba na ibang benefits ng pagiging leader ganun?

Alma:

Wala naman, ganun lang. Medyo angat ka lang ng kaunti. Yun lang.

Kristelle:



Ah.. bale ano naman yung sa tingin mo dapat yung katayuan ng mga babae sa trabahong ganyan?

Teng:

Ah syempre kailangan ano mapagpasensya ka kasi yung ibang tao hindi sumusunod. Malawak

yung pangunawa mo talaga, ganun.

Kristelle:

Ah mabuti naman. Ah halimbawa diba nasabi natin kanina na may mga pagkakataon na hindi

pantay yung trato sa babae sa lalake ganyan, ano sa tingin mo, pano sa tingin mo nakakaapekto

yun dun sa trabaho mo sa loob ng pabrika?

Teng:

Para sakin hindi naman sya nakakaapekto kasi kung mataas naman yung pagtrato samin ng amo

namin or kung mataas yung binibigay na benefits ng amo namin sa mga lalaki or sa ibang regular

din sa amin, para sa akin natural lang yun kasi mabigat yung trabaho nila compare naman samin

kasi kami minsan okay lang tumanga or whatever na anong oras kami pumasok, ayun okay lang,

sakin okay lang.

Kristelle:

Ah ganun, edi mabuti naman. Bale bilang last na katanungan, ano sa tingin mo, may mga

maibibigay ka ba na mga rekomendasyon para mapabuti yung kalagayan ng mga babaing

trabahador sa pabrika?

Teng:

Ah siguro para sakin ano, lawakan lang nila yung pag iisip nila kais yung iba dun nakakaisip ng

mga hindi magaganda although ginagawa na lahat ng amo namin para samin. Yun lang. Sana

maisip nila kung gaano kahirap yung humawak ng isang malaking negosyo tapos parang hindi

nila naiintindihan lahat ng bagay.

Kristelle:

Ah, bale ayun, maraming salamat sa pagsagot ng mga katanungan.

Teng:

Okay, thank you.



RESEARCH TIMELINE

Week December January February March April

1st - Choose participants - Choose the setting of the research - Contact chosen participants/ chosen factory - Initial interview

- Continue review of related literature - Try to contact experts on the field - Contact chosen participants/ chosen factory again

-Intense review of related literature - Start data analysis

- Finalized data

- Finalized research study

2nd - Finish research proposal - Contact chosen participants/ chosen factory

- Start interview with chosen participants -Fieldwork

-Intense review of related literature - Start data analysis

- Finalized data

-Preparation for defense

3rd - Continue review of related literature

- Start interview with chosen participants/ experts - Fieldwork

-Intense review of related literature - Intense data analysis


-Preparation for defense

4th - Continue review of related literature

- Fieldwork - Final interview with participants

- Intense data analysis


double burden consequence: a study on the effect of

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