Institutionalising female quotient hubs in Philippine workplaces and their organisational implications

This study examined the feasibility of institutionalising Female Quotient (FQ) Hubs as organisational structures for promoting gender equity in Philippine workplaces. Using a mixed-methods design, data were collected from 120 employees across government, private, non-government, and academic sectors through a survey and open-ended responses. Quantitative data were analysed using descriptive statistics and exploratory factor analysis, while qualitative data underwent thematic analysis. Results indicated low awareness of the Female Quotient concept but high support for structured gender equity mechanisms. Two factors emerged: perceived impact of FQ Hubs and current workplace gender equality conditions. Participants associated FQ Hubs with improved organisational climate, psychological safety, mentorship access, and leadership inclusivity. Qualitative findings identified persistent barriers including leadership bias, limited career advancement opportunities, and inadequate reporting mechanisms. Respondents consistently emphasised the need for continuous, institutional rather than episodic gender programmes. The findings suggest that FQ Hubs are perceived as a viable organisational intervention for integrating gender intelligence into workplace systems. Institutional implementation may address structural inequities by embedding mentorship, training, and accountability mechanisms within existing organisational processes.