The Philippines is often held up as one of Asia's leaders in gender equality. In the World Economic Forum's Global Gender Gap Report 2026, the country ranked 20th out of 145 economies, having closed 78.0% of its gender gap. Yet the picture inside workplaces is more mixed. According to the Philippine Statistics Authority's August 2026 Labor Force Survey, the labor force participation rate for women stood at 53.2%, compared with 74.7% for men. The same WEF report found that parity among legislators, senior officials and managers had fallen by 10.5 points from the previous edition.
Against this backdrop, Globe Telecom, one of the country's largest telecommunications and digital companies, offers a useful case study of what a corporate commitment to gender balance looks like in practice, and where the gaps remain.
A workforce close to balance
As of December 31, 2025, women made up 44% of Globe's workforce, or 2,908 of 6,684 employees, according to the company's sustainability disclosures. The share has stayed at around that level in recent years, after reaching 46% at the end of 2021 and 47% in 2015.
The more striking numbers are at the top. By the end of 2022, women held 52% of Globe's executive team, with 49 women and 45 men in its top two executive ranks. The company reported 53% in March 2024. The number of women managers and directors grew from 958 in 2018 to 1,193 at the end of 2022, although Globe acknowledges that men still outnumber women in middle management.
Women have also reached roles that were traditionally held by men in the industry. Issa Guevarra-Cabreira became Globe's first female Chief Commercial Officer, and women have held positions including Chief Finance Officer, Chief Compliance Officer and Chief Sustainability Officer.
Policies on paper and in practice
Globe formalized its approach in a Diversity, Equity and Inclusion Policy Commitment in May 2023, which commits the company to gender equality in "pay, promotions, rewards, training and career development." A Board Diversity Policy has been in place since 2017 and requires at least one female independent director. In its 2023 integrated report, two of Globe's 11 directors were women.
Its Code of Conduct takes a firm line on sexual harassment. Harassment by a superior is grounds for dismissal, and the committee that handles such cases must be headed by a woman, with at least half of its members female.
Flexible work is another lever. In April 2026, Globe reduced the required onsite days for eligible roles from three to two a week and added flexible working hours, citing the pressure that rising fuel and energy costs put on employees. The company has also extended benefits to same-sex legal spouses since 2020 and to domestic partners since 2023.
Building community among women
A women-led employee network, the G Network, runs programs such as roundtables and storytelling sessions during Women's Month. Globe received a Bronze award for "Excellence in Women Empowerment Strategy" at the HR Excellence Awards 2023, and a Silver award for "Excellence in Hybrid Working" in 2025.
The work still ahead
Independent assessments suggest there is room to go further. The World Benchmarking Alliance gives Globe a Gender Assessment score of 30.9 out of 100 and puts women's share of its governing body at 18%. The public disclosures reviewed for this article did not include a gender pay gap figure, nor detailed data on parental leave beyond legal requirements.
Still, Globe's experience shows that women's leadership is not an abstract goal in the Philippines. With women already holding more than half of its executive roles, the next test for Globe, and for Philippine companies more broadly, will be how transparently they report on pay, leave and progression, so that equality at the top is matched throughout the organization.
