RESEARCHERS RECOMMENDATIONS AND CONCLUSIONS

RECOMMENDATIONS

The researchers would like to recommend to the companies to create laws creating equal access,
rights and LGBT-supportive policies. Subsequent works in this sector would gain from enlisting more
various representatives of LGBT members. Learning the connections of these contrasting
dimensions of variety will be an essential part for some further research. Let us say, companies with
businesses across different boarders gives privilege to conduct some experiments that check the
impact of local laws and social climates on LGBT workers, together with the flows of targets like
profitability and also productivity. Thus, researchers suggest that companies who wish to influence
or empower their dedication to diversity to upgrade their bottom line consider some methods in
which they can generate and maintain LGBT-inclusive workplace atmosphere and promote the
welfare and comfort of their LGBT workers or employees.

The researchers would also like to recommend to educational institutions to have a safe place to
everyone regardless of gender preference. This is to protect the LGBT community from any
harassment, bullying, abuse or discrimination on semblance of academic freedom which permits
educational institutions to place own rules and policies.

As law students, the researchers would like to recommend to the public to respect and consider or
accept the LGBT community’s rights and to the government to legislate national law that protects
them against any form discrimination or harassment.

Researchers would also like to recommend the future researchers to conduct a further study

with regards to the issue on the said topic.

CONCLUSIONS

With all the given facts, the researchers are able to draw some tentative conclusions like having
LGBT-supportive policies in the workplace is associated with reduced incidence of discrimination,
and less discrimination is associated with better psychological health and increased job satisfaction
among LGBT employees; LGBT employees report more satisfaction with their jobs when covered by
LGBT supportive policies and working in positive climates; and that gender is not an issue when it
comes to competence in the area of work or education as what matters most is the output and
dedication towards their goals or accountabilities.

LGBT Filipinos also experience sexual harassment in the workplace. In the Philippines,
discrimination occurs widely because of LGBT people are associated with certain professions (i.e.
transgender people are perceived to be prostitutes). There are no laws that outlaw same-sex
relations or that criminalizes forms of gender expressions. But despite that, the Philippines is often
considered as one of the more LGBT friendly countries in Southeast Asia.

In Philippine educational institutions, it was found that LGBT people are subject to discrimination,
bullying and abuse under the guise of “academic freedom” which allows educational institutions to
create their own policies. LGBT issues are not included in curricula. Lawmakers and school
administrators in the Philippines have recognized that bullying of LGBT youth is a serious problem,
and designed interventions to address it.

The 1987 Philippine Constitution guarantees full respect for human rights and every person have the
right to equal protection of the laws, but sexual orientation and gender identity are not explicitly
mentioned. The Revised Penal Code of the Philippines, as well as other criminal laws, does not have
provisions punishing hate crimes. The Philippines has no comprehensive antidiscrimination law.