essay about discrimination tagalog

Talumpati Tungkol Sa Diskriminasyon

Balat sibuyas.

by: Talumpati.info

A ng diskriminasyon ay walang pinipiling kasarian at edad, lahat tayo ay puwedeng maging biktima ng diskriminasyon.

Sa araw-araw na pakikibaka sa buhay ay nakakaranas tayo ng iba’t-ibang uri ng diskriminasyon.

Maging sa paghahanap ng mapapasukang trabaho , kawawa ang mga matatanda dahil hindi na sila nabibigyan ng pagkakataon na makapaghanap-buhay.

Ganun din sa mga mababa o mga walang pinag aralang tao na madalas naisasantabi at kadalasan napag-iiwanan lagi.

Sa mga patimpalak ng pagandahan, namumukod tangi lagi ang mga mapuputi at matatangkad. Kadalasan ang mga katangian ito ang basehan ng kagandahan ng napakaraming mga kritiko.

Mas sikat at sadyang mas katanggap-tanggap din sa mga alta-sosiyudad kapag ang isang tao ay inglesira kumpara sa mga matatas magsalita ng Filipino.

Gamitin natin ang ating mga sariling kahinaan upang maging isang positibo at matibay na sandata sa diskriminasyon. Ipakita natin sa iba na mayroon tayong natatanging katangian.

Walang tao na magiging biktima ng diskriminasyon kung hindi natin ito papapyagan na mangyayari. Lahat tayo ay nilalang ng Maykapal na mayroong sariling katangian na angat at naiiba sa lahat.

Matuto lamang tayo na pangalalagahan at linangin ito para sa ating sariling kabutihan. Higit sa lahat, dapat nating pairalin ang pagmamahal at pagbibigay galang sa bawat isa.

Iba Pang Talumpati

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Ano ang Diskriminasyon? Uri, Halimbawa, at Kahulugan

Diskriminasyon ay isang salitang madalas natin maririnig sa ating lipunan.

Ito ay isang malawak na isyu na may malalim na epekto sa mga indibidwal at sa lipunan bilang isang buo.

Sa artikulong ito, tatalakayin natin ang kahulugan ng diskriminasyon, ang mga uri nito, at ilang halimbawa na nagpapakita ng kung paano ito nagaganap sa ating pang-araw-araw na buhay.

Mga Nilalaman

Ano ang diskriminasyon?

Ang diskriminasyon ay ang pagbibigay ng iba’t ibang trato o pagtrato ng masama sa mga tao batay sa kanilang katangian, katayuan, o pagkakakilanlan.

Ito ay hindi patas na pagtingin o pagtrato sa mga tao at maaaring mangyari sa iba’t ibang larangan ng buhay tulad ng trabaho, edukasyon, pampublikong lugar, at lipunan.

Ang diskriminasyon ay nagdudulot ng pagkakawatak-watak, hindi pagkakapantay-pantay, at labis na pagkabahala sa mga apektadong indibidwal.

Uri at Halimbawa ng Diskriminasyon

May iba’t ibang uri ng diskriminasyon na maaaring mangyari. Ilan sa mga ito ay ang sumusunod:

1. Diskriminasyon sa Lahi o Rasismo

Ito ay ang pagbibigay ng hindi patas na trato o pagtingin sa mga tao batay sa kanilang lahi o etnisidad.

Ang mga taong may iba’t ibang kulay ng balat, lahi, o pinagmulan ay maaaring maging biktima ng rasismo.

2. Diskriminasyon sa Kasarian o Sexismo

Ito ay ang pagturing ng hindi patas sa mga tao batay sa kanilang kasarian.

Karaniwang nagaganap ang sexismo sa pamamagitan ng pagbibigay ng mas mataas na halaga o trato sa isang kasarian kaysa sa iba.

3. Diskriminasyon sa Katayuan sa Buhay

Ito ay ang pagbibigay ng hindi patas na trato sa mga tao batay sa kanilang katayuan sa buhay tulad ng estado sa lipunan, estado ng trabaho, o estado ng edukasyon.

4. Diskriminasyon sa Trabaho

Sa mga proseso ng pag-aaplay sa trabaho, maaaring mangyari ang diskriminasyon.

Halimbawa nito ay ang hindi pagbibigay ng pagkakataon sa mga taong may kapansanan o pag-iiba sa hitsura sa pagkuha ng trabaho.

5. Diskriminasyon sa Edukasyon

Maaaring mangyari ang diskriminasyon sa mga paaralan o institusyon ng edukasyon.

Halimbawa nito ay ang pagpapabaya sa pagbibigay ng pantay na edukasyonal na oportunidad sa lahat ng mag-aaral.

Ito ay maaaring mangyari sa pamamagitan ng pagtanggi sa pagtanggap ng mga estudyanteng may kapansanan o ang hindi pagkakaroon ng sapat na suporta para sa mga mag-aaral na nagmumula sa mga mahihirap na pamilya.

6. Diskriminasyon sa Pampublikong Lugar

Sa mga pampublikong lugar tulad ng mga estasyon ng tren, mga ospital, at mga pasilidad ng gobyerno, maaaring mangyari ang diskriminasyon.

Halimbawa nito ay ang hindi pagbibigay ng sapat na serbisyo o pagtrato ng masama sa mga taong may kapansanan, senior citizens, o mga miyembro ng LGBT+ community.

7. Diskriminasyon sa Online Space

Sa panahon ngayon na malawak ang paggamit ng internet at social media, maaaring mangyari ang diskriminasyon sa online space.

Halimbawa nito ay ang cyberbullying, paggamit ng mga derogatoryong salita o pagpapahayag ng mga mapanghusgang opinyon batay sa katangian ng isang tao tulad ng kasarian, relihiyon, o etnisidad.

Epekto ng Diskriminasyon

Ang diskriminasyon ay may malalim na epekto sa mga indibidwal at sa lipunan.

Ito ay maaaring magdulot ng damdamin ng kawalan ng pagpapahalaga at pagkapagod sa mga taong biktima ng diskriminasyon.

Ang mga apektadong indibidwal ay maaaring maapektuhan ang kanilang pag-unlad sa iba’t ibang larangan tulad ng edukasyon, trabaho, at relasyon sa iba.

Sa pangkalahatan, ang diskriminasyon ay nagreresulta sa hindi pagkakapantay-pantay sa lipunan.

Ito ay nagdudulot ng pagkawatak-watak at tensyon sa pagitan ng mga tao mula sa iba’t ibang grupo.

Ang mga taong nagiging biktima ng diskriminasyon ay maaaring mawalan ng tiwala sa mga institusyon at sa lipunan mismo.

BASAHIN DIN:

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• Ano ang Katangian ng Diyalekto? 4 Halimbawa ng Katangian
• Ano ang Karapatan? 9 Halimbawa ng Karapatan
• Ano ang Haiku? Halimbawa at Kahulugan
• Ano ang Edukasyon? Kahalagahan at Kahulugan

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Civil Rights Information - Tagalog

Paunawa - tungkol sa mga batas laban sa diskriminasyon - tagalog - fact sheets - about laws against discrimination.

Kung sa paniwala ninyo kayo ay pinakitaan ng diskriminasyon batay sa lahi, kulay, bansang pinanggalingan, kapansanan, gulang, o, sa ilang pangyayari, kasarian o relihyon - ng isang tao o organisasyon na tumatanggap ng pondo mula sa Kagawaran ng mga Lingkurang Pangkalusugan at Pantao ng U.S. (U. S. Department of Health and Human Services [DHHS]), maaari kayong magsampa ng sumbong sa Tanggapan ng Mga Karapatang Sibil ng DHHS (DHHS Office for Civil Rights [OCR]).

Ipinaliliwanag sa inyo nitong mga paunawa ang inyong mga karapatang sibil sa ilalim ng mga batas na ipinapatupad ng OCR. Ipinaliliwanag din sa inyo kung paano magsampa ng sumbong.

Kung kailangan ninyo ng tulong sa pagsasampa ng sumbong, mangyaring tawagan kami sa 1-800-368-1019. Kung kailangan ninyo ng tagapagsalin, kayo ay pagkakalooban namin ng isa.

Isinalin ng OCR ang mga sumusunod na Fact Sheets sa iba't ibang wika. Kung kinakailangan ninyong ipasalin ang iba pang impormasyong nasa web site na ito, mangyaring tawagan kami sa 1-800-368-1019.

• Paano Magsampa ng Sumbong Tungkol sa Diskriminasyon sa Tanggapan ng Mga Karapatang Sibil (How to file a Discrimination Complaint with the Office for Civil Rights)
• Form Para sa Sumbong ng Diskriminasyon  (OCR Civil Rights Complaint Form)
• Alamin ang Inyong mga Karapatang Sibil (Know your Civil Rights)
• Ang Inyong Mga Karapatan sa ilalim ng Titulo VI ng Batas sa mga Karapatang Sibil ng 1964  (Your Rights under Title VI of the Civil Rights Act of 1964)
• Ang Inyong Mga Karapatan sa ilalim ng Seksyon 504 ng Batas sa Rehabilitasyon  (Your Rights under Section 504 of the Rehabilitation Act)
• Ang Inyong Mga Karapatan sa ilalim ng Batas sa Mga Amerikanong May-kapansanan  (Your Rights under the Americans with Disabilities Act)
• Ang Inyong Mga Karapatan sa ilalim ng Seksyon 504 at ng Batas sa Mga Amerikanong May-kapansanan  (Your Rights under Section 504 and the Americans with Disabilities Act)
• Ang Inyong Mga Karapatan sa ilalim ng Pagsiguro sa Paglilingkod sa Komunidad ng Batas Hill-Burton  (Your Rights under the Community Service Assurance of the Hill-Burton Act)
• Ang Inyong Mga Karapatan bilang Taong May-impeksyon ng HIV, AIDS, o mga Kaugnay na Karamdama  (Your Rights as a Person with HIV Infection, AIDS, or Related Conditions)
• Ang Inyong Mga Karapatan sa ilalim ng Batas sa Diskriminasyon Batay sa Gulang  (Your Rights under the Age Discrimination Act)

DISCRIMINATION

Discrimination is harming someone’s rights simply because of who they are or what they believe. discrimination is harmful and perpetuates inequality. it strikes at the very heart of being human..

We all have the right to be treated equally, regardless of our race, ethnicity, nationality, class, caste, religion, belief, sex, gender, language, sexual orientation, gender identity, sex characteristics, age, health or other status. Yet all too often we hear heartbreaking stories of people who suffer cruelty simply for belonging to a “different” group from those in positions of privilege or power.

Discrimination occurs when a person is unable to enjoy his or her human rights or other legal rights on an equal basis with others because of an unjustified distinction made in policy, law or treatment. Amnesty International’s work is rooted in the principle of non-discrimination. Working with communities across the world, we challenge discriminatory laws and practices to ensure all people can enjoy their rights on an equal basis.

Discrimination can take various forms:

Direct discrimination  is when an explicit distinction is made between groups of people that results in individuals from some groups being less able than others to exercise their rights. For example, a law that requires women, and not men, to provide proof of a certain level of education as a prerequisite for voting would constitute direct discrimination on the grounds of sex.

Indirect discrimination  is when a law, policy, or practice is presented in neutral terms (that is, no explicit distinctions are made) but it disproportionately disadvantages a specific group or groups. For example, a law that requires everyone to provide proof of a certain level of education as a prerequisite for voting has an indirectly discriminatory effect on any group that is less likely to have achieved that level of education (such as disadvantaged ethnic groups or women).

Intersectional discrimination  is when several forms of discrimination combine to leave a particular group or groups at an even greater disadvantage. For example, discrimination against women frequently means that they are paid less than men for the same work. Discrimination against an ethnic minority often results in members of that group being paid less than others for the same work. Where women from a minority group are paid less than other women and less than men from the same minority group, they are suffering from intersectional discrimination on the grounds of their sex, gender and ethnicity.

What drives discrimination?

At the heart of all forms of discrimination is prejudice based on concepts of identity, and the need to identify with a certain group. This can lead to division, hatred and even the dehumanization of other people because they have a different identity.

In many parts of the world, the politics of blame and fear is on the rise. Intolerance, hatred and discrimination is causing an ever-widening rift in societies. The politics of fear is driving people apart as leaders peddle toxic rhetoric, blaming certain groups of people for social or economic problems.

Some governments try to reinforce their power and the status quo by openly justifying discrimination in the name of morality, religion or ideology. Discrimination can be cemented in national law, even when it breaks international law – for example, the criminalization of abortion which denies women, girls and pregnant people the health services only they need. Certain groups can even be viewed by the authorities as more likely to be criminal simply for who they are, such as being poor, indigenous or black. 

Toxic rhetoric and demonization

The politics of demonization is on the march across many parts of the world. Political leaders on every continent are advocating hatred on the grounds of nationality, race or religion by using marginalized groups as scapegoats for social and economic ills. Their words and actions carry weight with their supporters; the use of hateful and discriminatory rhetoric is likely to incite hostility and violence towards minority groups.

The dire consequences of this type of demonization have been witnessed in Myanmar, where decades of persecution culminated in 2017 with over 700,000 predominantly Muslim Rohingya having to flee to neighbouring Bangladesh after a  vicious campaign of ethnic cleansing .

In the Philippines , the phenomenon of red-tagging has been happening for decades now but has intensified in the last few years under the administration of President Rodrigo Duterte.

Following the breakdown of peace talks between the government and the CPP in 2017, Duterte’s subsequent  Executive Order (EO) 70 provides for a “Whole-of-Nation approach in defeating the Local Communist Terrorist Groups” and led to the creation of the NTF-ELCAC. Observers point to this moment in time as the beginning of a renewed campaign of red-tagging, threats and harassment against human rights defenders, political activists,  lawyers, trade unionists and other targeted groups perceived to be affiliated with the progressive left.

Some key forms of discrimination

Racial and ethnic discrimination.

Racism affects virtually every country in the world. It systematically denies people their full human rights just because of their colour, race, ethnicity, descent (including caste) or national origin. Racism unchecked can fuel large-scale atrocities such as the 1994 genocide in Rwanda and more recently, apartheid and ethnic cleansing of the Rohingya people in Myanmar.

In India, members of the Dalit community are targeted, by members of dominant castes, for a range of human rights abuses. These crimes, which include gang rapes, killings and the destruction of their homes, often go uninvestigated by the police because of discriminatory attitudes which do not take crimes against Dalits seriously.

Amnesty International has also documented widespread discrimination faced by millions of Roma in Europe, including the threat of forced evictions, police harassment and the  segregation of Romani children in school.

Discrimination against non-nationals, sometimes known as xenophobia

but discrimination against non-nationals is frequently based on racism or notions of superiority, and is often fuelled by politicians looking for scapegoats for social or economic problems in a country.  

Since 2008,  South Africa  has experienced several outbreaks of violence against refugees, asylum seekers and migrants from other African countries, including killings, and looting or burning of shops and businesses. In some instances, the violence has been inflamed by the hate-filled rhetoric of politicians who have wrongly labelled foreign nationals “criminals” and accused them of burdening the health system.

Discrimination has also been a feature of the response of authorities to refugees and asylum seekers in other parts of the world. Many people in countries receiving refugees and asylum-seekers view the situation as a crisis with leaders and politicians exploiting these fears by promising, and in some cases enacting, abusive and unlawful policies.

For example,  Hungary passed a package of punitive laws in 2018 , which target groups that the government has identified as supporting refugees and migrants. The authorities have also subjected refugees and asylum seekers to violent push-backs and ill-treatment and imposed arbitrary detention on those attempting to enter Hungarian territory.

We at Amnesty International disagree that it is a crisis of numbers. This is a  crisis of solidarity . The causes that drive families and individuals to cross borders, and the short-sighted and unrealistic ways that politicians respond to them, are the problem.

Discrimination against lesbian, gay, bisexual, transgender and intersex (LGBTI) people

Everywhere in the world, people face discrimination because of who they love, who they are attracted to and who they are. Lesbian, gay, bisexual, transgender and intersex (LGBTI) people risk being unfairly treated in all areas of their lives, whether it’s in education, employment, housing or access to health care, and they may face harassment and violence.

Some countries punish people for their sexual orientation or their gender identity with jail or even death. For example, in October 2019, Uganda’s Ethics and Integrity Minister announced that the government was planning to introduce the  death penalty  for consensual same-sex sexual acts.

In 2019, Amnesty International documented how gay and trans soldiers in  South Korea  face violence, harassment and pervasive discrimination due to the criminalization of consensual sex between men in the military; and examined the barriers to accessing gender-affirming treatments for transgender individuals in  China . We also campaigned to allow Pride events to take place in countries such as Turkey, Lebanon and Ukraine.

It is extremely difficult, and in most cases, impossible for LGBTI people to live their lives freely and seek justice for abuses when the laws are not on their side. Even when they are, there is strong stigma and stereotyping of LGBTI identities that prevents them from living their lives as equal members of society or accessing rights and freedoms that are available to others. That’s why LGBTI activists campaign relentlessly for their rights: whether it’s to be free from discrimination to love who they want, have  their gender legally recognized  or to just be protected from the risk of assault and harassment.

See  here  for more information about Amnesty International’s work on lesbian, gay, bisexual, transgender and intersex rights.

Gender discrimination

In many countries, in all regions of the world, laws, policies, customs and beliefs exist that deny women and girls their rights.

By law, women cannot dress as they like (Saudi Arabia, Iran) or work at night (Madagascar) or take out a loan without their husband’s signature (Equatorial Guinea). In many countries, discriminatory laws place limits on a woman’s right to divorce, own property, exercise control over her own body and enjoy protection from harassment.  

In the ongoing battle for justice, hundreds of thousands of women and girls take to the streets to claim their human rights and demand gender equality. In the USA, Europe and Japan, women protested against misogyny and abuse as part of the #MeToo marches. In Argentina, Ireland and Poland, women demonstrated to demand a stop to oppressive abortion laws. In Saudi Arabia, they called for an end to the driving ban, and in Iran, they demanded an end to forced  hijab  (veiling).

All over the world, women and girls have been at the forefront of demands for change.  

Yet despite the stratospheric rise of women’s activism, the stark reality remains that many governments around the world openly support policies, laws and customs that subjugate and suppress women.

Globally, 40% of women of childbearing age live in countries where abortion remains highly restricted or inaccessible in practice even when allowed by law, and some 225 million do not have access to modern contraception.

Research by Amnesty International confirmed that while social media platforms allow people to express themselves by debating, networking and  sharing  , companies and governments have failed to protect users from online abuse, prompting many  women  in particular to self-censor or leave platforms altogether.

However, social media has given more prominence in some parts of the world to women’s calls for equality in the workplace, an issue highlighted in the calls to narrow the gender pay gap, currently standing at 23% globally. Women worldwide are not only paid less, on average, than men, but are more likely to do unpaid work and to work in informal, insecure and unskilled jobs. Much of this is due to social norms that consider women and their work to be of lower status.

Gender-based violence disproportionately affects women, ; yet it remains a human rights crisis that politicians continue to ignore.

Discrimination based on caste

Discrimination based on work and descent (also referred as caste discrimination) is widespread across Asia and Africa, affecting over 260 million people, including those in the diaspora. Owing to their birth identity, people from these communities are socially excluded, economically deprived and subjected to physical and psychological abuse. Discrimination based on work and descent is deeply rooted in society, it manifests itself in everyday lives, in individual perceptions to culture and customs, in social and economic structures, in education and employment, and in access to services, opportunities, resources and the market. Discrimination is perpetuated from generation to generation, and is in some cases deeply internalized, despite the existence in some countries of laws and affirmative action to tackle it. Amnesty International is committed to work in tandem with partners in advocating for the rights of communities affected on the basis of work and descent.  

Discrimination based on disability

As many as 1 in 10 people around the world lives with a disability. Yet in many societies, people with disabilities must grapple with stigma, being ostracized and treated as objects of pity or fear.

Developing countries are home to about 80 per cent of people with disabilities. The overwhelming majority of people with disabilities – 82 per cent – live below the poverty line. Women with disabilities are two to three times more likely to encounter physical and sexual abuse than women without disabilities.

In  Kazakhstan , current laws mean that thousands of people with psychosocial and intellectual disabilities have been declared “incapable” by law and put in the care of a guardian. Under this system they cannot exercise their rights and are not able to challenge the decision in court.

Amnesty International has also documented serious human rights abuses suffered by people with disabilities in  Somalia , where they are at risk of forced marriage, rape and forced evictions.

The solution: What is Amnesty calling for?

Governments to:

• Get rid of discriminatory laws and release anyone who is in prison because of them.
• Protect everyone – whoever they are – from discrimination and violence.
• Introduce laws and policies that promote inclusion and diversity in all aspects of society.
• Take action to tackle the root causes of discrimination, including by challenging stereotypes and attitudes that underpin discrimination.

Working Against Discrimination in the Philippines

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Filipinos and Racial Discrimination: Are we victims or perpetrators?

August 30, 2017

By Paolo Benitez

With the current global political climate, we’ve seen a lot more incidences of people acting as figures of hate and backward mentality. The presidency of Donald Trump has given the green light for anti – immigrant sentiment and intolerance, which has reverberated around the world. Hate graffiti and racial slurs have become commonplace on the internet what with developments like the Charlottesville protests and racist violence in the UK post-Brexit last year, among other incidences, fanning the flames of unrest.

A few months ago, a Las Vegas woman’s racist remarks referring to her Filipino neighbor as “orange savages”, has gone viral. Even in Canada, a country known for embracing diversity, anti-Asian graffiti shocked residents in Neepawa, a town in Manitoba. Tagalog teacher Myla Ignacio, a resident of Manitoba said that they were “hurt a bit, and horrified”. On the bright side however, the community has banded together in an effort to stop the spread of hate speech within the area.

As third culture kids, most of us have learned to tolerate, appreciate and integrate with various cultures. Growing up surrounded by a diverse range of people gives us a head start on the road to tolerance, as being different is the norm.

Still, in these times, and even as cultural hybrids, we are not impervious to racial biases.  You can either be the attacker or victim, predator or prey, oppressor or oppressed. Based on what you have learned, what you have been taught, and what you have experienced in life, you can have a negative opinion towards someone off the bat, without any reason.

So how do we Pinoys fit into this?

Pinoy Stereotypes

We are particularly proud of being a diverse and globalized nation. We have 11 million Overseas Filipinos scattered all over the world while also having countless ethnic groups back home. Pinoys on the whole are also some of the happiest people on earth.  Add to that, we’re also known for being resilient.  Unfortunately though, it is undeniable that we still often the targets of prejudice. Some common denominators surface when we are being looked at in a negative way.

For one, Pinoys are generally associated only with the middle to low class – i.e. service workers, domestic helpers, cleaners, and easy women. Hence, in a place like the UAE which is a melting pot of cultures, “Hello mamsir, welcome to Mcdonaaaaalds!” is a pretty common joke to hear.  Because Pinoys are mostly an agreeable lot, they are also often mistaken as easy to take advantage of, and as “yes men.”  Another popular notion for a lot of people, as well, is that Filipinos will settle for anything.

“Come on, show us that Filipinos don’t belong in the toilet,” Richard Paul Noveno, a Filipino university student in Dubai recalls his experience when being encouraged by non-Filipino peers.

“You don’t wanna work at Mcdonalds?” – is one example of a joke towards Filipinos at my former international high school.

Jesus “Jan” Turla, a resident of Australia describes his job hunting experience – “I was sending out my resume for months and I didn’t get even one interview. It was only when I changed my name to Jan on my resume that I started to get attention. Now it’s true it could just be a coincidence that I only got attention when I changed my name into a western sounding one, but I truly believe systematic racism exists where they don’t consider you just because of your name or what you look like in your LinkedIn profile picture. Sad but true.”

Being the subject of racial discrimination or stereotyping is like being thrown into an open cage and being told that we’re not allowed to go out. Prejudice isn’t good, but not doing anything about is much worse.

The Flipside:  Pinoy Pride

Then there is the reverse side – Pinoy pride, which exists for a reason, and that is for us to be proud of our country and its people. We have a lot of talents, achievements, as well as love, to share with the rest of the world.

However, Pinoy Pride gets the best of us sometimes, as well. We have created our own demons out of it. And sometimes, these demons work against our very own compatriots. Through all the love we uphold our country with, we have also subconsciously created a very specific image of what a Filipino is supposed to be.

As a TCK not fluent in Tagalog and who is not used to typical Pinoy practices like “mano po”, I have also been judged and made to feel inadequate by fellow Pinoys, too. While this may not exactly be on the same serious lines as racism, the lack of understanding and acceptance for Filipinos who grew up differently, also smacks bias.

In the few times that I’ve gone back to the Philippines, I have also noticed that there is a fixation with westerners or light skinned individuals.  Mestizos have the upper hand versus ethnic minorities, and being fair is always equated to being rich.  Then there is the battle of the bloods, north vs. south, the Tagalogs versus the Bisayans, and how, instead of seeing ourselves us one, our people segregate themselves according to geography.

Making Sense of it All

As shocking as these are to others, what’s more concerning is the fact that these are so deeply embedded in our minds that they are considered “normal.”   It is imperative that we rise above both our stereotypes as well as our own biases for the sake of our evolution, especially with the younger generation being prone to emulating what their elders tell them.

But why the younger generations specifically? They’re the most innocent and free-spirited. But, they are also the most programmable generation to exist – millennials and generation Z. We currently live in the most pivotal age of human development, where technology has set the standard and when positive activism is needed more than ever. Jokes and memes run wild on the internet, and they can program our children to think that “certain ways of going about things” are acceptable. Let’s undo our mistakes for their sake.

While the world gets even more agitated with racial unrest, we must endeavor to push towards tolerance and understanding. Let us learn not be spiteful of our own differences as people, as human beings.

________________________________________________________________________________

Paolo Gabriel Benitez 

A visual communications student, junior contributor Paolo is an aspiring artist, seeking to make his mark in the world of cinematography and the performance arts someday. When not dancing in the living room in the middle of the night, he functions as a perceptive young man, seeking to learn how things are the way they are and providing insight on the various issues that plague his generation.

More Pinoy Progressive on Illustrado Life .

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Workplace Discrimination and Health Among Filipinos in the United States

Arnold b. de castro.

Arnold B. de Castro is with the University of Washington School of Nursing, Seattle. Gilbert C. Gee is with the University of Michigan School of Public Health, Ann Arbor. David T. Takeuchi is with the University of Washington School of Social Work, Seattle.

Gilbert C. Gee

David t. takeuchi.

Objectives. We examined the association between work discrimination and morbidity among Filipinos in the United States, independent of more-global measures of discrimination.

Methods. Data were collected from the Filipino American Community Epidemiological Survey. Our analysis focused on 1652 participants who were employed at the time of data collection, and we used negative binomial regression to determine the association between work discrimination and health conditions.

Results. The report of workplace discrimination specific to being Filipino was associated with an increased number of health conditions. This association persisted even after we controlled for everyday discrimination, a general assessment of discrimination; job concerns, a general assessment of unpleasant work circumstances; having immigrated for employment reasons; job category; income; education; gender; and other sociodemographic factors.

Conclusions. Racial discrimination in the workplace was positively associated with poor health among Filipino Americans after we controlled for reports of everyday discrimination and general concerns about one’s job. This finding shows the importance of considering the work setting as a source of discrimination and its effect on morbidity among racial minorities.

Previous research suggests that social factors associated with racial/ethnic minority group status may influence health and, thus, health disparities. One such factor is racial discrimination, an important correlate of health. 1 , 2 Among minority groups in the United States, self-reported racial discrimination is associated with a wide range of health outcomes, including high blood pressure, depression, substance use, and other health problems. 3 – 6 Most studies of health and discrimination have focused on global experiences of discrimination. For example, Krieger and Sidney 7 examined how a measure of discrimination at school, in getting a job, at work, in acquiring housing, in getting medical care, on the street, or by police was associated with blood pressure. Williams et al. 8 reported that everyday discrimination, a measure that captured general experiences of routine unfair treatment, was associated with poor mental health. Gee et al. 9 found that the everyday discrimination scale was associated with chronic health conditions among Filipino Americans. Other studies have found associations between discrimination and numerous health problems, including coronary calcification, 10 alcohol dependence, 11 depressive disorder, 12 and low birthweight. 13

Given that stressors in general are known to have nonspecific effects, 14 , 15 it is not surprising that a range of outcomes have been associated with discrimination. 1 , 2 , 6 , 16 In fact, stress researchers have long argued that focusing on particular outcomes may underestimate the potential effect of stressors. 2 , 17 , 18 Although these and other studies have been invaluable in advancing our understanding of discrimination, the study of discrimination in specific contexts is important and may aid the development of targeted interventions. 1 , 2 One such context is the workplace.

Workplace discrimination may influence health both directly, as a stressor, and indirectly through income and advancement. The workplace is among the most frequently noted areas in which discrimination occurs, but there are relatively few studies of work-place discrimination and health outcomes. 1 , 2 Mays et al. 19 , 20 reported discrimination to be associated with job stress among working African American women. Jackson et al. 21 found that a specific type of workplace discrimination, tokenism, was associated with depression and anxiety among African Americans. Workplace discrimination has also been associated with alcohol use among a multiracial sample of public transit operators 22 and with job dissatisfaction among African Americans. 23 These studies call attention to the importance of discrimination specific to the workplace aside from more-generic experiences of discrimination; however, they did not include both a measure for workplace discrimination and a measure for generic experiences of discrimination. That is, the association between workplace discrimination and health might arise from more-global experiences with discrimination. Should an association between workplace discrimination and health persist independent of more-global experiences, this would suggest that workplace-specific policies that protect against discrimination are important not only for the preservation of workers’ rights but also to promote their health. Accordingly, we examined whether workplace discrimination was associated with health, independent of a more-global measure of discrimination, in a sample of Filipino American workers.

Our study focused on Filipino American workers (this includes US citizen and non—US citizen Filipinos working in America) for several compelling reasons. Filipinos have historically emigrated to America and elsewhere, providing significant numbers of workers throughout a variety of industries. 24 – 32 In 2000, approximately 2.4 million Filipinos resided in the United States, making them the second largest Asian ethnic group population. 33 Moreover, discrimination may be particularly relevant for this population. Compared with Chinese and Vietnamese Americans, Filipino Americans appear to perceive the highest levels of discrimination, and these levels are fairly similar to those of African Americans. 34 A survey of Filipino American workers found that 81% said racism was a significant or very significant barrier to their upward mobility. 35

Several high-profile cases feature the importance of work discrimination among Filipinos. English-only rules in workplaces have explicitly targeted immigrants and some have focused on Filipinos. 36 In Carino v. University of Oklahoma Board of Regents (750 F.2d 815 [10th Cir 1984]) the court found that a Filipino man was unlawfully demoted because of his Filipino accent. Regardless of their legality, these language rules serve to remind immigrants of their secondary status and may contribute to employment outcomes that foster work stress. Also, some evidence suggests Filipinos earn less than do their White and other Asian peers. 37 Moreover, Asian Americans may encounter a “bamboo ceiling” that impedes advancement into higher level positions. 38 Taken together, these observations suggest that discrimination in the workplace does occur and may influence the health of Filipino Americans.

We obtained data from the Filipino American Community Epidemiological Study, a household survey conducted from 1998 to 1999. Participants were randomly selected from households if they met the following eligibility criteria: Filipino heritage, age 18 years or older, and residence in either Honolulu, Hawaii, or San Francisco, Calif. Surveys were administered in English, Tagalog, or Ilocano. A total of 2285 persons completed surveys for a response rate of 78%. Because the primary interest of this study was work discrimination, our analyses excluded 619 respondents who were not working. We also excluded 14 respondents with missing data on work discrimination. Thus, our analyses focused on 1652 respondents. Data were weighted to adjust for differential probabilities of participant selection within a household and for neighborhood racial and economic characteristics. Further details of the sample can be found elsewhere. 39 , 40

Because discriminatory stressors may influence a variety of outcomes, our dependent variable was health conditions, a composite of the following problems: asthma, high blood sugar or diabetes, hypertension, high blood pressure, arthritis, rheumatism, physical disability (e.g., loss of arm), trouble breathing (e.g., emphysema, chronic lung disease), cancer, neurological conditions (e.g., epilepsy, convulsions, Parkinson’s disease), stroke, major paralysis, heart failure or a congestive heart condition, angina or coronary artery disease, other heart disease, back problems, stomach ulcer, chronic inflamed bowel, enteritis, colitis, thyroid disease, kidney failure, trouble seeing, migraine headaches. This measure comes from the Medical Outcome Study. 41 – 43 Participants were asked to respond “yes” or “no” to indicate if they currently had each condition. These conditions were summed; the range was 0 to 12 in our sample. A similar measure has been used in previous analyses of Filipino American health. 9

The primary independent variables of interest were: Filipino-specific work discrimination, everyday discrimination, and job concerns. Filipino-specific work discrimination (shortened here to “work discrimination”) was measured by 2 items: “Since I am Filipino, I’m expected to work harder” and “Since I am Filipino, it is hard to get promotions/raises.” Participants rated their level of concern for each item during the past month on a Likert scale (1 = none at all, 4 = high). Scores for the 2 items were summed, resulting in a total score between 2 and 8.

Everyday discrimination was measured with a 9-item questionnaire adapted from the Detroit Area Study. 44 , 45 Developed from qualitative research, this questionnaire was designed to measure experiences of discrimination occurring in routine interactions. On a Likert scale (1 = never, 5 = very often), respondents rated their past-month experiences with the following: perceptions of “prejudice and discrimination from others,” being treated with less “courtesy” and “less respect,” “receiving poorer service at restaurants or stores,” people acting as if they are “afraid of you,” as if “they think you are dishonest,” or as if they are “better than you are,” being “called names or insulted,” and being “threatened or harassed.” Respondents were free to attribute these experiences to racial, ethnic, or other characteristics. For this study, the scale’s Cronbach α was .87; total scores ranged from 1 to 5. This widely used measure has been correlated with health outcomes among Asian Americans 9 , 11 , 34 , 40 and African Americans. 8 , 10 , 44 , 46 – 48

Job concerns was measured by a subset of 10 job-oriented items from the Daily Hassles Scale. 49 – 52 Participants rated their level of concern in the past month along a Likert scale (1 = none at all, 4 = high). Examples of items included problems getting along with a boss, concerns about job security, not liking fellow workers, and not liking current duties. For each participant, ratings for all items were summed to obtain a score ranging from 10 to 40 with a Cronbach α of .86 for the current sample. A similar scale was used in a study of health outcomes involving Chinese Americans. 53

We included the following control variables: age in years, gender (1 = female, 0 = male), marital status (1 = married, 0 = not married), region (1 = San Francisco, 0 = Honolulu), years of education, nativity (1 = US born, 0 = immigrant), percentage of life in the United States (calculated for immigrants as years since immigrating divided by age at time of survey, or 100% for those US born), primary language (1 = English, 0 = Tagalog or Ilocano). Immigrated for employment was measured with 1 item asking how important it had been to immigrate to the United States to find employment, (1 = very or a little important, 0 = not important or not applicable). Job category was derived from participants’ job title. Participants were asked the open-ended question, “What do you consider your main job?” Because there was much variation in how participants described their job titles, we categorized job titles according to the 2002 North American Industrial Classification System. We subsequently collapsed groupings into 3 primary categories: manual (agriculture, construction, manufacturing), trade (wholesale, retail), and service (healthcare and social assistance, educational services, accommodation and food services). Details on these categories are available from the authors. Per capita household income was calculated by dividing household income by the number of persons living in the respondent’s household. Four categories were derived: less than $25000; $25000 to $49999; $50000 to $99999; and $100000 and greater.

We first conducted exploratory analyses to direct variable specification. Then we examined bivariate associations by 2 methods. First, work discrimination scores were dichotomized at the median into high and low groups for comparison across sociodemographic and all other variables of interest. Second, correlations between continuous measures were examined with Pearson product-moment correlations. Multivariate analyses were then conducted using negative binomial regression, with health conditions as the dependent variable. All continuous predictors were centered at their means to facilitate interpretation of the intercept. 54

Table 1 ▶ shows descriptive statistics for the sample. Mean age was just under 41 years. The majority of the sample were men, married, and resided in Honolulu. About 17% of the sample was US born, and on average, respondents spent 47% of their lives in the United States. The average respondent had just under 12 years of education, and 68% belonged to a household earning less than $25000 annually. The majority (74%) worked in service, followed by manual (15%) and trade (12%) jobs. Eighty-one percent used a Filipino dialect (Tagalog or Ilocano) as their primary daily language. Among immigrants, 78% stated that employment was the primary reason for immigrating to the United States. Mean levels of job concerns, everyday discrimination, and work discrimination were 14.3, 1.4, and 3.1, respectively. Finally, respondents reported .83 health conditions on average.

TABLE 1—

Sample Descriptive Statistics, by Race/Ethnicity: Filipino American Community Epidemiological Survey, 1998–1999

Note . Filipino-specific work discrimination was measured by 2 survey items on a Likert scale (1 = none at all 4 = high). Scores for the 2 items were summed, resulting in a total score between 2 and 8. Total scores were dichotomized at the median into high and low groups.

a This included the percentage of immigrants only (n = 810 in low group; n = 561 in high group; n = 1371 for entire sample) and excludes US-born persons.

b 10 = low, 40 = high.

c 1 = low, 5 = high.

d 2 = low, 8 = high.

e For a full description of the health conditions variable, see “Methods” section.

* P ≤.05; ** P ≤.01; *** P ≤.001

Table 1 ▶ also shows all study measures stratified by work discrimination, divided at its median into “low” and “high.” Consistent with expectations, high work discrimination was associated with having more health conditions, higher everyday discrimination, and more job concerns. Respondents reporting high work discrimination were also more likely to be older and married, to reside in San Francisco, to have spent less of their lives in the United States, and to use a Filipino dialect as their daily language. By contrast, no differences in gender, nativity, education, job category, income, or immigration for employment by level of work discrimination were observed.

Table 2 ▶ shows bivariate correlations between continuous measures. Work discrimination was significantly associated with more health conditions ( r = .13; P ≤ .01). Statistically significant associations for health conditions were also found for age ( r = .22; P ≤ .01), education ( r = .07; P ≤ .01), job concerns ( r = .16; P ≤ .01), and everyday discrimination ( r = .13; P ≤ .01), indicating a need to examine multivariable models through regression analyses. Everyday discrimination and work discrimination were moderately correlated ( r = .31; P ≤ .01). Further, work discrimination was positively associated with age ( r = .06; P ≤ .01) and job concerns ( r = .36; P ≤ .01) and negatively associated with percentage of life in the United States ( r = −.11; P ≤ .01).

TABLE 2—

Correlations Among Continuous Measures for Entire Sample (N = 1652): Filipino American Community Epidemiological Survey, 1998–1999

Note. For more details on how variables were measured, see “Methods” section.

* P ≤.05. ** P ≤.01

Tables 1 ▶ and 2 ▶ provide initial evidence of an association between reports of work discrimination and increased health conditions. However, the data also reveal associations between these measures and other potentially important covariates. Hence, our next analyses turned to multivariable models.

Table 3 ▶ shows results from regression analyses with health conditions as the dependent variable. Model 1 included the control variables age, gender, marital status, region of residence, education, job category, per capita household income, daily language, nativity, percentage of life in the United States, and immigrated for employment. Older age, female gender, living in San Francisco, and employment in a trade industry job were significantly associated with having health conditions. In models 2, 3, and 4, we separately added job concerns, everyday discrimination, and work discrimination, respectively, to model 1. Model 2 shows that job concerns was significantly associated with health conditions (b = 0.04; P ≤ .001). Model 3 shows that everyday discrimination was associated with increased health conditions (b = 0.31; P ≤ .001). Model 4 indicates that work discrimination was also associated with a greater number of health conditions (b = 0.11; P ≤ .001). Finally, model 5 included all variables. Work discrimination remained significantly associated with increased health conditions (b = 0.06; P ≤ .05), after we controlled for everyday discrimination (b = 0.14; P ≤ .05), job concerns (b = 0.03; P ≤ .001), and other covariates. We also tested interactions between job discrimination and everyday discrimination, job concerns, and percentage of life in the United States, although none were statistically significant.

TABLE 3—

Results of Negative Binomial Regression Analyses of Health Conditions: Filipino American Community Epidemiological Survey, 1998–1999

Note. Model 1 included the control variables age, gender, marital status, region of residence, education, job category, per capita household income, daily language, nativity, percentage of life in the United States, and immigrated for employment. In models 2, 3, and 4, we separately added job concerns, everyday discrimination, and work discrimination, respectively, to model 1. Finally, model 5 included all variables. For more details on how variables were measured, see “Methods” section.

* P ≤ .05; ** P ≤.01; *** P ≤ .001

Workplace as a Context for Discrimination

Our findings suggest that self-report of workplace discrimination was associated with increased health conditions among Filipino Americans, after we controlled for a more general assessment of everyday discrimination, job concerns, immigration for employment reasons, job category, income, education, gender, and other sociodemographic factors.

Previous research suggests that everyday discrimination is an important correlate of health conditions among Filipino Americans. 9 , 34 The everyday discrimination scale is being used in an increasing number of studies of discrimination across a variety of populations. 8 , 39 , 40 , 46 – 48 Everyday discrimination refers to general experiences of discrimination that occur on a routine basis. Reports of discrimination occurring at work were related to everyday discrimination, but the correlations were relatively low. This suggests that it would be important to include context-specific indicators of discrimination along with more-global measures of discrimination. Although everyday discrimination continues to be an important correlate of health, other dimensions of discrimination appear relevant and should be examined in future studies.

Workplace Discrimination and Occupational Stress

Discrimination at work may be a job stressor. Israel et al. 55 propose a conceptual framework that considers direct relations between occupational stressors, including discrimination, and physiological, psychological, and behavioral health outcomes. The framework also characterizes such relationships through a stressor-stress-strain-health outcome pathway. And studies have shown that work discrimination is associated with morbidity. Din-Dzietham et al. 56 reported stress from race-based discrimination at work to be associated with hypertension among African Americans. Yen et al. 22 found that workplace discrimination was associated with alcohol consumption among a multiracial sample of public transit operators in San Francisco. Bhui et al. 57 reported that workplace discrimination was associated with mental disorders among racial/ethnic minorities in the United Kingdom. More generally, occupational stressors are believed to be important predictors of worker morbidity. However, we did not examine the full range of occupational stressors, such as job strain, that may be relevant to Filipino workers. Future research should examine whether workplace discrimination is an independent stressor or is related to broader classifications of occupational stressors.

Additionally, workplace discrimination may operate in structural ways through work practices or unspoken work policies that create, promote, and perpetuate inequality. Inequality may manifest itself in the form of unequal pay or barriers to promotion, both effectively hindering chances to improve one’s socioeconomic status. 58 Additionally, inequalities in the workplace may influence job assignments so that racial/ethnic minorities are assigned to more unpleasant or hazardous job tasks. 59 Increased exposure to occupational hazards as a consequence of racial inequality translates to increased risk for work-related injury and illness for specific groups of workers. 60 – 64 Further, injury or illness can threaten job security or the ability to return to work as well as future employability, which all have implications for socioeconomic well-being. Additionally, racial/ethnic minority and immigrant workers are typically overrepresented in the most dangerous and hazardous jobs. 65 – 69 The disproportionate burden of occupational injury and illness they bear should be viewed as a major factor in the broader discussion of health disparities. 70

Study Relevance and Future Directions

Research on Filipino American workers is especially timely because the Philippines was the second largest source of immigrants to the United States in the year 2000, second only to Mexico. 71 Current migration patterns fit a long history of labor migration, becuase Filipino workers leave the Philippines to fill worker shortages worldwide. 24 – 32 Moreover, our research provides a good starting point for research on other groups of Asian Americans. A strength of our study is the focus on one Asian ethnic group, overcoming problems that arise when diverse groups of Asian Americans are aggregated. 72 , 73 To our knowledge, ours is the first study of the association between workplace discrimination and health outcomes among Asian Americans and joins a small corpus of research in this area. 2 , 20 – 22 , 57 , 74 – 76 It would be important for future studies to evaluate whether our findings can be generalized to other racial/ethnic groups.

Because our data are cross-sectional, we believe that a longitudinal study will provide greater insight into how workplace discrimination may influence health over time. Prospective studies would also allow tracking of employment transitions and changes in work-place discrimination experiences across types of jobs and settings. Further, we encourage data collection that captures the multidimensionality of workplace discrimination. Our measure for work discrimination captured only 2 aspects of discrimination, “expectations to work harder” and “difficulty getting promotions or raises” because one is Filipino. This 2-item measure likely does not capture the full range of workplace discrimination experiences that one might encounter. As such, our findings potentially underestimate the association between workplace discrimination and health but may raise issues with respect to reliability as well. Future studies should develop a more comprehensive, multidimensional measure. Additionally, workplace discrimination based on self-report may be influenced by response factors (e.g., recall bias, optimism). Future research could use self-reports with other objective measures. Krieger, for example, reports on a pilot study that captured not only workers’ reports of discrimination but also measured grievances filed. 77 Future studies may also consider measuring occupational segregation and wage and promotion differentials as alternatives for measuring workplace discrimination.

In this secondary data analysis, we were restricted in measuring job category on the basis of job title. Because participants reported their job in response to an open-ended question, there was much variability in the responses and many job titles had small numbers. To avoid small and unstable categories, we grouped respondents’ job titles into 3 categories according to the 2002 North American Industrial Classification System. However, each category is heterogeneous with regard to occupational exposures, power, and prestige. Thus, it would be important for future work to assess more-specific job categories. Research that examines how discrimination varies within the workplace (e.g., by job title, job tasks, supervisory function, seniority) and whether the potential associations between work-related discrimination and health vary along these dimensions would provide important insight. Our data were obtained from a community-based sample rather than from a specific worksite or a sample of workers with a shared occupational title and did not include more-precise occupational measures. However, analysis of data from this community-based sample allows the examination of work-related discrimination as experienced by a specific racial/ethnic group (Filipinos) no matter what industry or job they worked in.

Also, the measure for per capita household income is imperfect. Because our data were clustered at the lower income brackets, we would have preferred to distinguish that category further. However, because less than $25 000 was the lowest category provided, we were unable to create finer categories that may have been more meaningful. That said, analyses that include or that exclude income show similar results, suggesting that imperfect measurement of income did not substantially bias our inferences regarding discrimination.

Further, we note that the timeframes for the primary variables of interest (workplace discrimination, everyday discrimination, and job concerns) refer to respondents’ experiences in the past month. This timeframe may not be consistent with the onset of some health conditions or exposure to work discrimination. For example, a respondent may have been diagnosed with diabetes before experiencing work discrimination. It would be important for future studies to consider the issue of etiologic period with respect to exposure (discrimination) and outcome (health condition). Thus, our findings should be viewed as preliminary. However, despite the limitations, we believe that our findings are important because our study is (1) among the few to investigate work-related discrimination and, to our knowledge, (2) the only study of work-discrimination that controlled for more-general experiences of discrimination, and (3) the only study to examine work-discrimination among Asian Americans, an understudied population.

We find that reports of racial discrimination in the workplace are associated with poor health among Filipino Americans, after controlling for everyday discrimination, job concerns, and other covariates. This finding highlights the importance of including the work setting and specific measures of workplace discrimination in studies of health disparities.

Acknowledgments

This study was supported by the National Institute on Alcohol Abuse and Alcoholism, National Institutes of Health (grant 098633).

Human Participant Protection This secondary analysis was approved by the Office for the Protection of Research Subjects at the University of Illinois at Chicago.

Peer Reviewed

Contributors A. B. de Castro originated the study, assisted with the analyses, and led the writing. G. C. Gee assisted with the theoretical aspects of the study, led the analyses, and assisted with the writing. D. T. Takeuchi was the principal investigator of the Filipino American Community Epidemiological Survey and assisted with the writing.

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Uri Ng Diskriminasyon – Halimbawa At Kahulugan Nito

Ano ang mga halimbawa ng uri ng diskriminasyon (sagot).

DISKRIMINASYON – Sa paksang ito, ating tatalakayin kung ano nga ba ang mga uri ng diskriminasyon at ang mga halimbawa nito.

Ang diskriminasyon ay isa sa mga isyung panlipunan na ating nakikita mula pa sa sina-unang panahon hanggang sa kasalukuyan. Ito’y galing sa mga pananaw ng mga tao na hindi magkakatulad at nagdudulot ng problema sa lipunan.

Dahil dito, mas lalong napapalayo ang mga tao imbis na magkaisa. Heto ang mga uri nito ayon sa CDC:

• Diskriminasyon sa Edad
• Diskriminasyon sa Kapansanan
• Orientasyong Sekswal
• Katayuan bilang isang Magulang
• Diskriminasyon sa Relihiyoso
• Pambansang lahi
• Pagbubuntis
• Sekswal na Harassment
• Lahi, Kulay, at Kasarian
• Pagrerenda / Paghihiganti

And diskriminasyon ay isang pagtrato sa isang tao na hindi patas dahil sa mga taglay nitong pisikal o mental na kaanyunan na tila naiiba sa karamihan ng mga tao. Bukod dito, ang diskriminasyon ay makaka-apekto rin sa pagkuha ng trabaho ng ilang tao.

Isang halimbawa nito ay ang mga taong may edad ay minsan hindi na nakukuha sa mga trabaho dahil mas pinipili na lamang ang mga mas-bata kahit pa mas marmaing karanasan ang isang aplikante na mas matanda.

Isa rin sa pinakamalaking uri ng diskriminasyon ay ang relihiyon. Dahil dito, marami ang nagkakalayo dahil sa pagkakaiba ng pananaw.

Salamat sa inyong maiiging pagbabasa. Aming sinisiguro ang pagserbisyo ng bago at pinaka-tinatangkilik na balita. Hanggang sa susunod na mga bagong balita mula dito lamang sa Philnews.

READ ALSO: Tuntunin Ng Natural Na Batas – Kahulugan At Halimbawa Nito

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Amid abuse of OFWs, Locsin says world ‘very far off’ from ending racism ‘scourge’

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This is AI generated summarization, which may have errors. For context, always refer to the full article.

ADDRESSING RACISM. Philippine Foreign Secretary Teodoro Locsin Jr. speaks during a United Nations high-level conference on racism on September 23, 2021.

Philippine Mission to the United Nations in New York's Facebook page

Philippine Foreign Secretary Teodoro Locsin Jr. said the world is nowhere near ending the “scourge” of racism, citing the continued abuse of Filipino migrant workers and Asians overseas.

The Philippines’ top diplomat raised the matter in a pre-recorded statement played on Thursday, September 23, Manila time, during a United Nations high-level conference commemorating the 20th anniversary of the Durban Declaration and Program of Action (DDPA).

Adopted by consensus in the South African city of Durban in 2001, the DDPA is a comprehensive, action-oriented document that outlines concrete measures that nations can take to fight racism, racial discrimination, xenophobia, and related intolerance. 

But Locsin said 20 years since the DDPA was signed, hate directed against Filipinos and other Asians persists, with the coronavirus pandemic aggravating the situation. 

He also said migrants overseas are prevented from immediately accessing lifesaving vaccines against COVID-19.

“Filipino migrants and immigrants have themselves been victims, subjected to rising physical and verbal abuse simply because of their ethnicity. In many countries too, migrants have suffered from disparities and access to economic and health services, including vaccines, perhaps in the hope that the virus will do the work for them,” Locsin said. 

“We are still very far off from eliminating the scourge of racism and related intolerance,” added the Department of Foreign Affairs chief. 

With the lack of opportunities in their own country, millions of Filipinos have opted to work overseas to seek greener pastures for their families. But to this day, horror stories of overseas Filipino workers (OFWs) suffering physical and verbal abuse from their foreign employers continue.

In May, the Philippine Senate investigated cases of OFWs trafficked to war-torn Syria , with the crime allegedly perpetrated with the help of corrupt immigration officials in the Philippines.

The COVID-19 pandemic has also seen worsening anti-Asian violence in Western countries like the US .

In March, a 65-year-old Filipino-American woman suffered severe injuries following an unprovoked attack in New York City – where the headquarters of the UN is located.

Filipinos living in New York said they felt unsafe amid the risks of verbal and physical attacks they face on a daily basis.

[OPINION] We are forgotten: On OFWs and mental health

Locsin then reminded all countries that the DDPA and the International Convention on the Elimination of All Forms of Racial Discrimination provide concrete steps that can be taken to allow nations to “overcome the worst of our impulses.”

“We are all called to treat our fellow human beings with the respect and dignity we feel is owed to ourselves as such. This meeting’s political declaration gives renewed impetus to do just that and hold on to our claim of humanity,” said Locsin.

A day before Locsin’s address on racism, Philippine President Rodrigo Duterte lashed out at the UN , calling the body “inadequate” and warning against any interference in his brutal war on drugs. – Rappler.com

Rappler multimedia journalist Mara Cepeda is a 2021 fellow of the  Reham Al-Farra Memorial Journalism Fellowship . She will be virtually covering the 76th United Nations General Assembly, foreign policy, and diplomacy during the program.

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• Ajarn Street

Discrimination against Filipinos

Are the filipinos getting a fair crack.

Discrimination against Filipinos. What a nasty issue.

It is incredible that in this day and age, we as a species still have to deal with such things as racism, sexism and inequality. I love all countries and cultures. Most normal people do. If I didn't care for Thailand, I wouldn't be here. But let's not forget, it's a country which has grown up in many ways so very fast - by western standards. It's economic development has sprung up from almost nowhere in a relatively short number of years.

In many ways it models itself on the West ( whether for good or bad - who can say.. I just hope the wonderful and positively humbling elements of Thai Culture are not lost in the process - as is all too often the case in westernising countries ), however some of the social developments taken for granted in the west, are still in catch up mode here in Thailand.

Social reform won't happen over night. Even in my own country Australia, racial and sexual discrimination as such has only been officially outlawed within the last 25 years.

Prejudices still occur, however it is illegal to, for example, hire on the basis of gender, religion, race or colour, or even to adjust your shop prices on the basis of race or background ( sound familiar? ).

Leading by example

I do love Thailand, but dealing with some of these common frustrations are at times a daily issue for us foreigners. The best I can do is try to lead by example. Thais are basically good people. We have to do our best to demonstrate other ways of thinking and operating, until better practices, where appropriate, become the norm.

It is my vision that today's MBA's studying in Thailand ( under a NO FAIL policy - oops ), will be tomorrows CEO's, and will hopefully - when they take office someday accept nothing short of world's best practice, and the kind of business standards that are common place in the west.

This kind of thinking will filter down through the community, resulting in less corruption, less 'old school' business tactics and behaviour, more accountability, and more fair trading. 

Less than helpful generalisations don't serve to help this issue. eg. 'Filipinos are better at grammar than native speakers..' etc etc etc. Clearly we can't with any credibility say that ALL native speakers or ALL FILIPINOS are better at anything, than anybody. So let's keep it real.

However, I digress. There are sad facts on both sides of the fence that need to be addressed. Be warned. I'm a straight shooter. I tell it like I see it. I try to show balance and honesty. I'm not always right - but I do my best to portray things as I see them - and criticism is my friend. Below are some of my observations concerning this issue based on the years I have spent teaching EFL here in Thailand.

Hardworking

1. I wish to say this from the outset. MOST Filipino teachers are the MOST hard working and passionate teachers I have ever come across in my 20+ years of teaching.

Generally, most Filipino teachers spend more time in preparation and making materials than most other teachers I have witnessed. This is a flat fact. Does it make them better teachers? Well - you can play golf for twenty years, practice your swing daily, and still be a crappy golfer... but it does demonstrate a level of dedication and professionalism that is self evident.

Most other teachers I've worked with, including myself, don't spend as much time and effort in these areas.

2. Racism is real. Yes, we all know this fact. Rarely does the pay level of a Filipino come close to that of a native speaker. A quick check around the staff room will show you that you are in fact the lowest paid English Teacher in the school - aside from the Thai staff who teach English there - sorry dear friend - it's all relative.

Clearly many advertisements ask for native speakers only. And while it is often necessary that English teachers have a level of proficiency that is at least equal to that of most native speaking people, a person's racial background obviously does not qualify this fact.

Part of this is a mix of quasi cultural / business prerequisite on the part of the employer. Face does play a part of business relations in Thailand. If a parent is paying 30 - 60 000 baht per semester for their child to attend an English program or a bi-lingual school, sometimes the parent is not happy to see that child being taught by someone other than a native speaker.

Filipinos or Thais?

Some schools are acutely aware of this. One particular school I have witnessed, has gone so far as to take the most sickening of measures, by trying to disguise Filipino staff as Thai staff. Yes, you heard me correctly. I would love to name and shame this school - for a variety of reasons, however - moving along, female Filipino staff were actually forced to wear uniforms identical to Thai staff uniforms, while native speakers actually had a separate dress code.

Practically all of the 100 or so native speakers at this school signed a petition urging the school to relax this and the countless other discriminative policies enforced by the administration, against the Filipinos. Many, including myself, eventually left in disgust at the various kinds of humiliation perpetrated against our Filipino comrades ( among other reasons )... however change DID occur. If no-one had spoken out, what would be next? Why not make them wear a 'Star of David' on their shirt ( no offense intended )? You get what I mean?

But of course discrimination also occurs against dark skinned people ( Thais included ), as well a Farangs. Some African people I have worked with have grammar skills and education degrees far superior to my own, and beautiful enunciation to boot, but are not only paid less, but forced to stay at school, alone, while the rest of the school attends field trips. How would you feel?

Not all teachers are competent

3. Some Filipinos are truly crap teachers, have crap grammar, crap attitudes and sound like crap. Sorry. Flat fact. But this is ALSO true for some teachers from every other country in the universe.

Some teachers qualify in some way for either part or all of the previous compliments. Sometimes I will walk past a classroom, being taught by a highly qualified Filipino teacher, armed with education degrees, beautifully prepared material and lesson plans, and shake my head in wonder of what the heck it was they actually said. My worry being that if 'I' didn't understand what they'd said, there is no chance in hell that the students will have the slightest chance of getting any of it.

Then the teacher will finish the class daunted and exhausted from the amount of classroom management having to be applied during the lesson, and complaining of how disinterested and lacking in focus the students were. I wonder why?

Having said that - I similarly have walked past Irish, Australian, and Scottish teachers, and wondered exactly what language they were teaching. This is a common issue in ESL instruction. It is a commonly appreciated fact, that for practical reasons, it is important for ESL students to be exposed to a variety of accents, however - some accents really do make ESL learning about as comfortable as passing wind in a space suit.

Some teachers on the other hand, take great care in their delivery, so as to make their presentation more neutral. One particular teacher, a Texan guy with one of those incredibly strong 'southern accents' was deeply passionate about this. I did a double take past his room once, thinking we had found a new teacher, when I in-fact had discovered to my delighted surprise that he had completely ironed out his accent for the classroom. It was so lovely to see. Not an over qualified guy by any means, but a truly dedicated and passionate professional teacher, who cared deeply about the learning outcomes of his students.

Survival wages

Another problem I have encountered is grammar. A case in point reflects the problems associated with the terribly low salary some Filipino teachers are forced to accept. Due to this fact many teachers fill a gap in the market, catering to students who's families can't afford to pay around 500 baht per hour for after school tuition.

Some Filipino teachers are happy to work for 200 - 350 baht per hour tutoring students after school. The basis for some of the lessons taught by some of these teachers, involve the completion of the students' mainstream English home work assignments.

This has represented a real dilemma for me. I have frequently found my students, being taught by my Filipino colleagues after hours, presenting their completed homework with numerous grammatical errors courtesy of the Filipino teacher.

This presents a couple of problems - 1. I have to un-teach these errors. 2. I really would prefer the teacher to stop teaching my student, on account of providing erroneous lessons. When I mentioned this issue to the teacher concerned, it was world war three.

The small amount of extra income is desperately needed by some of these teachers, who are often forced to share accommodation and live a fairly spartan lifestyle. Faced with the prospect of possibly losing this extra work, this previously friendly ( and self proclaimed 'God Fearing' ) teacher, rather than creating her own lessons for the student ( as was suggested ) and leaving my assigned homework alone, instead decided to act overly defensively, assigning great hatred and fury towards me.

Needless to say, 99% of all other Filipino staff at the school shared similar sentiments towards me after this. Most pleasant. My dilemma was obviously between my empathy towards the poor teacher, and my duty as a teacher - to the student, who was receiving conflicting lessons.

My feelings here lean towards suggesting that teachers who are not English majors, and / or are professional enough to know that grammar is not their strongest point, should stick to health, social, science, or conversational english in these cases. I hope that doesn't sound too harsh.

People DO care

4. Got a chip on your shoulder? Beat a dog often enough, and before long - it will act defensively even when only looked at.

Most Filipinos I've met have the biggest hearts and are the most passionate teachers of all I've met. The common place discrimination is hard to shrug off. There are bound to be casualties.

Now, increasingly I see small numbers of teachers of Filipino origin, huddled together, wagons in a circle and quick to lash out ( often when back is turned or Thai admin are out of sight ) at anything or anyone that may seem even remotely anti-Filipino, whether it is the case or not. Hypersensitivity and extreme defensiveness has been observed from many teachers who are rightly 'shell-shocked' by this incessant lack of equal rights.

Let me say this to those people. You are not alone. People do care. Native speakers do care. Many Thai people care too. Don't forget who you are. It's the worst thing to do. I have lost too many friends ( totally different situations ) who have come to Thailand, and forgotten who it was they were back home... and allowed themselves to give in to the pressures and temptations of living life in this country.

Don't alienate yourself. Don't hide. Don't think that the only honest support you will get will be from your Filipino brothers and sisters. Seek - dare I say it - 'outside' counsel. Like minded caring professionals from all walks of life are ready to listen. It will help you broaden your outlook, give you ideas about how to survive and succeed and even help you take your mind of some of this crap, and stay focussed on working well and enjoying life.

Thanks for your time. Filipino teachers... ( and others ) bless you. You are admired. You really are doing a great job. Be proud of yourself, keep it real, live well and prosper.

Peace & Love.

• filipino teachers
• finding a job
• teacher discrimination
• teaching in asia
• teaching in thailand
• teaching kids

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More Ajarn Street articles

Filipino teachers do not have any clue about leading-edge practice: SSP, P4C, GR workshops, etc. This is a fact because the schools in the Philippines do not embrace UK-style Enquiry-Based Learning. This does not mean Filipino teachers are 'bad'. It means they are less informed and thus deserve 27,000 baht per month as opposed to six figures made by real teachers. It is logic - doctors make more money than cashiers because of the training and education. If Thai parents want their child educated by Call Center employees then that is their choice to waste their money. And both the Philippines and Thailand will remain third-world countries with garbage-dump capital cities.

By Dave, Bangkok (9th July 2023)

Filipinos, for the most part, are some of the laziest teachers in this country. They don't follow instructions, avoid any rules set up by the school. Sleep in class, skip out of school after class and go home, sing songs and show cartoons instead of performing the lessons in the school book. If your school starts hiring Filipinos it because they can pay them half the salary as you. The school doesn't care about the quality of English Teachers. They only care about profit. So hiring a low educated Filipino is the answer.

By Jt, Thailand (13th March 2020)

Just my two-cents' worth... I don't even know if it matters at all, but here goes... 1) Having been born, raised and educated in the Philippines, I feel that the education system is at par with, if not better than, other countries. I am currently teaching Math and I know for a fact that there are only two teachers in my school (myself included) who can actually teach the material since the other teachers are not Math majors. Now, whether or not I am a competent teacher is another story, All I know is that I began my teaching career in Los Angeles and continued in Canada, and so far, my colleagues and students have been happy with how I teach (some of my Caucasian colleagues even ask me to explain concepts to them from time to time). Why am I saying all of this? I think the Filipino is capable of becoming a good teacher, just like anybody else. However, let's accept the fact that there are also those Filipino teachers who are crappy, just like anybody else. Having said that, let's be more objective and resist the urge to hit the author of the article simply because he pointed out something that hurts, albeit true. 2) I am not an English teacher and I do not wish to become one. Why? Because I myself know that I will not be able to teach it competently. That is not to say that no Filipino can teach English properly. But then, I have read articles written by Filipino English teachers whose grammar is just sad and I also have heard them speak English really badly (and I am not talking about the accent because I also have a thick accent although people have told me that my accent is barely noticeable, probably because I have been in North America for 15 years and maybe, just maybe, I have improved my speaking quite a bit?). All I am saying is that especially for those who aspire to receive higher salaries (presumably from private schools preferred by the wealthy), if you cannot speak the language really well, i.e. you stammer, you mispronounce, you misuse the grammar, you should not be surprised if schools would not take you in simply because the parents who pay the tuition would normally expect better. Sit back for a second and picture this: You are a parent of a student and you pay a substantial amount for tuition. Would you not want your child to be taught properly. Do not let your emotions get the better of you. Try not to be overly-sensitive ( a common trait among us Filipinos, is it not?). 3) I agree that if teachers would accept low wages, it would drive down the pay scale. I would not be surprised if Filipino teachers are guilty of this. However, please bear in mind that having a low wage is better than having no wage, get it? You see, the Filipino OFW (Overseas Filipino Worker) is, oftentimes, the sole breadwinner. When the OFW goes abroad, there is no other source of income but bills continue to come in. The OFW, for the most part, does not have the luxury of time to wait for a better offer because any time soon, a call from the family back home would put enormous stress on the OFW to send money quickly. As such, I wish that you would be more mindful of the reason why they accept low wages. I am just sharing my view, as a Filipino myself. Thanks everyone and mabuhay ang gurong Pilipino!

By Pinoy teacher, Canadian West Coast (20th March 2019)

What you wrote is pure hypocrisy! Pretending to be nice yet venomous! Such an essay only showed your arrogance as a native speaker. I have read an article about a State in the USA recruiting experienced and qualified teachers from the Phillipines ,to fill their shortages due to no applicants or not qualified ........ "not because you are born and raised here does not mean you are qualified!"A comment made by one of the administrators Your experience towards Filipino teachers and Thais maybe true but the delivery of your thoughts did not exemplify you as the best English teacher either.

By xiara, USA (5th July 2018)

Hi sir from Australia, I'm currently teaching here in Thailand. I would like to comment to your article, please forgive me if I have some grammatical errors all through out my comment, you know I am not a native English speaker like you. But I want to say this to you straight and with convection, YOUR A PLASTIC BULLSHIT! We don't need your fake sympathy, we Filipino teachers are hardworking because we were trained to be, we are not into money as long as the students will learn. Maybe we are offered with compensation not as high as you were but that is not consider as Racism, Thais never treated as cruelly, they are good to us. If there is someone who's racist here it is YOU. Please don't use Racism issues just to hide your insecure white ass. Good day! And by the way not to be boastful, we Filipinos are very meticulous when it comes to correct grammar usage, so Yes sometimes we are much better than Native English speakers not because we were born with the language but we work hard to learn the language itself. Again sorry for my grammar I hope you will understand.

By English Teacher, Filipino, Thailand (8th May 2018)

Absolutely right. The same issue here in Vietnam. I was a teacher in Thailand for two years. I'm off to Japan next year.

By Aji, Vietnam (6th May 2018)

“Due to this fact many teachers fill a gap in the market, catering to students who's families can't afford to pay around 500 baht per hour for after school tuition.” I know you mean well but no offense... For a teacher who has been teaching for more than 20 years, I think you should know the difference between the usage of “whose” and “who’s”. Again, no offense, but maybe, just maybe, when you think a teacher is making a grammatical error, the teacher is actually correct and you’re the one who’s wrong? Anyway, good article, by the way. Honest but true! My countrymen can be prideful but they’re also reasonable:)

By Bel, Philippines (6th May 2018)

I don't know why someone would be offended if they are confronted and/or corrected. If I were that person, I would be very grateful to know something to improve myself. :)

By R, Philippines (12th November 2017)

I don’t think you fully understand the term racism and I don’t know why you hash tagged it to your writing. Filipinos and Thai’s are of the same race which is Asian but are two different ethnic groups. Think racism is not the right word you should be using especially when your only basis of this was different pay and wanting you wear a “uniform” similar to Thai teachers and claim the school wanted to pass you off as Thai not Filipino. But racism is more sinister act then that and by you promoting that idea to people online you’re furthering a wedge between the two countries and people. Which is not only going to create actual unwanted hate, you may also be wrong on your observation and it has nothing to do with you being Filipino just bad staffing/management of that school. I’m mixed Thai and my husband is Filipino obviously if these feelings of racism were true we wouldn’t be married and my mom would have never approved. So please don’t generalize Thailand or Thai people as anti-Filipino because it’s far from true. Also, Thailand does not hate Black people there is a mixed Thai singer that’s half Black named Mike Pironporn who has been famous for years and loved by Thailand.

By Kalena, Bangkok, Thailand (6th November 2017)

I would probably agree with most of what you said. Another point is, most Filipinos accept mediocrity and I am not exempted from that. The reason for the low salary is not just about crappy grammar or teaching skills or even nationality. It has something to do with a culture that we were born to accept...we accept low wages...ha ha ha ha ...sometimes if you know you are good then accept anything but if you know your potential then time to move up..15,000 baht is not even a decent wage..I can earn more than that in my own country....less the stress and discrimination..Anyways, I like your objective point of view...I agree with the hypersensitivity too...LOL

By Flo, Philippines (31st May 2017)

Ajarn X is apparently exploding from being so displeased of why Filipinos are paid and treated almost same way as him. Its plain as a pikestaff that you wanted to whine about this but instead of a rant, had nicely pile up flowery words so not to 'offend' (now, how sweet) the Filipino readers. Nice try though. P.S. I won't be anonymous if I'd only want to praise a particular race.

By Marzha, Philippines (2nd January 2015)

We can variety Filipino as good worker, flexible, reliable, professionals, and English speaking. Professionals - we truly excel in such as nurses, doctors, accountant, engineers etc. the standard of education in these areas are world class. English speaking - Philippines education policy clearly state that every Filipino should speak Filipino and English perfectly. Filipino is a global citizen-ready to play a greater role in the world.

By DIANE, Taguig City (19th June 2013)

Good Day  I myself as Filipino strongly believe that our race, history, custom and traditions, and cultures are powerful and unique. It is natural for our nation to suffer such those things (racism, political issues, etc.) because we are indeed of progress and goals for the betterment of the society as well as the Filipino people.

By Ana Marie C. Umali, Philippines (19th June 2013)

Its disheartening to read articles such as discrimination. People discriminating filipinos, for what? Because we think of our families back home, than ourselves more? We are willing to work our way up start from the bottom. That is called humility. Regardless of the salary. What we think most is to be able to start and give to our families at home. Is that too bad? People are abusive. In the Philippines, we are nice to foreigners, but this because we are not aware of this happening outside our bounderies. Regardless of race. We treat all the same. Being poor is not an excuse to belittle anyone.

By Ann of Manila, PH, Baguio City (8th June 2013)

I didn't get your point ajarn x. You have contrasting ideas. Next time, write after you have sipped your cup of tea. It seems your brain cells are still asleep.

By Regin, (4th February 2013)

To whom it may concern.. First of all, I would like to say that I am not a native speaker, not an english teacher, and I have no attitudes at all toward any group of foreigners teaching english in Thailand. As I would say, my english is as bad as a 4 years old so please be fair here and please dont bother yourself trying to correct my grammartical error because you will find yourself busy with this thing here for days..^^ As you said in your essay that you are a straight shooter, i would take it as an advantage to talk straight here too. I think your article is a very clear and concise one. I can imagine what you've been through and all. It seems like you feel sorry for those filipino teachers around you, still I found some of your statement itself showing certain degree of racism and discrimination towards "the object" you've been privately "observed" by walkin pass their classrooms while they were teaching. Forgive me if I'm wrong, but after I've been reading through the essay I feel like you wrote this story with certain level of racism and attitude yourself. This is not what it called a straight-shooter though in my opinion. Take this for example, when you were talking about how the Thais were treated filipino teachers so badly, how the Thais were trying to put some pressures on those filipinos and all,etc., I know you were trying to stating the fact (accoring to you) but you have also need to be fair with these Thais and these schools you were talking about. I think this has a lot to do with cultural elements in your background and Thai background. It seems like you prefer to do it your way, in your opinion, according to you..just like the way you wrote this article..the world according to you indeed. But if you wanna try to be fair, these schools are doing their business as well as trying to teach these kids english. Filipinos or Native speakers will not be the core elements of this issues at all if what it matters the most is not because of the fact that you are ONE of the english teacher yourself (and I can tell from your writing that you also have certain level of attitudes toward your own colleagues too). I know that you only want to be fair, you want to make it all fair for any foreigners teaching english in Thailand, but have you every try a second read to your article? did you realize that it made up of all kinds of racism towards the soil you're working at and toward your own work mates?? If you do understand even a little things about culture, you would omit that all in your essay. This is a platform to discuss such topics I know, you want to tell the outside world and ask theire opinions I know, you only want to make it right as a teach I understand, but what about the school you're or have been working with..did you realize that they have to pay much for english teachers like yourself? are you trying to blame them because they pay the filipino less and pay you more? Business is business, it is also the way you change to place to place when the salary is higher. I think your essay is out of unity. One minute you were talking like you are so sorry for the filipino while the next you were saying and blaming them how bad their english were and that you would not want them to lay their hands on your students ever after again. I feel like you're confusing yourself. there are parts where some comments you've made sound contrasting to the earlier comments or the very next comments that actually follow. If you want to write as a professional English teacher with moral then plese write while you are wide awake and beware of your attitudes. I know this is not an academic writing forum, but dont under estimate your audiences, how do they suppose to know about Thailand from your writing or your context? It does matter if those who read the article doesnt know Thailand at all or does not even know where it is in the world atlas as those people will get to learn about the Thais by your writing and all of the pictures you were trying to portray by your story is not exactly true. Next time please try to write without attitudes. Professional writers only write base on the fact, and like I said I am not an english teacher, my english is crap (if I could borrow your word), so I hope you dont mind having an english inproficiency person to comment on your highly grammatical correct essay. Thank you for your attention..

By Anonymous, Bangkok, Thailand (13th December 2010)

I have experienced the same thing in Korea. There is just too much discrimination against Filipino teachers here. When I was looking for a job, I have experienced being rejected many times just because I'm FILIPINO, and (according to them) it is ILLEGAL for a FILIPINO TEACHER to teach in Korea, which is not at all true. Nowadays, FILIPINO F21 VISA HOLDERS can teach English LEGALLY in Korea. My husband and I asked the Korean Immigration Office about this, and an official said that as long as you're holding an F21 VISA (visa given to a Korean spouse), you can work LEGALLY anywhere in Korea. I guess most hagwons just don't want to hire Filipino teachers because of that common misconception about Filipino English accent... but there are so many of us Filipino teachers here who can speak English LIKE A NATIVE SPEAKER and who are more experienced and dedicated educators. It makes me wonder sometimes, is it really just the accent that bothers hagwon wonjangnims (directors) or there is more prejudice against Filipinos? In most of the phone interviews I've had, the employers sounded interested to hire me at first, and would even ask me to come to the hagwon for a face-to-face interview... until they ask me that "dreadful" question, "Where are you from?". When they find out I am from the Philippines, they would make up excuses like, "I will call you back." or "We don't hire Filipino teachers." There was even a time, the employer just hang up the phone the moment he heard, "I'm from the Philippines." (as if being a Filipino is a disease) One woman even told me, "Sorry, you cannot teach in Korea because you are not a native speaker, but if I know somebody who needs a FILIPINO HELPER, I will let you know." (I felt so humiliated thinking, "Are we Filipinos perceived only as house helpers or factory workers?") In the first hagwon where I worked as a regular teacher, I was asked by my wonjangnim to pretend I was a Kyopo (a Korean born and raised in an English-speaking country), because she was afraid that if parents find out I'm a Filipino, they would bombard the hagwon with complaints. I don't look like a Filipina, and my features are more similar to a Korean; I don't sound Filipino when I speak English, and my accent sounds more like an American... so it was easy to make the students, co-teachers (other than my wonjangnim and supervisor), and parents (of the students) believe I was a Kyopo... but my heart was screaming, and everyday I was asking myself why I had to feign my identity like that. I couldn't take it anymore. Later, I decided to quit. My wonjangnim didn't want to let me go, and was offering me two jobs, but my PRIDE as a Filipino was more valuable than the salary I could get. Now I'm looking for another teaching job, and it's the same struggle everyday. It's unfair, not just to me but to fellow Filipino teachers who have so much to offer and yet never get the chance because of that one thing... we are FILIPINOS. TOTAL DISCRIMINATION...

By Chris, South Korea (12th November 2010)

I've just started becoming aware of racism towards Filipinos here in Thailand. As an Asian adopted to parents in Australia and living my entire life there I'm not a stranger to racism but ignorantly I'd always grown up thinking that racism was isolated to "western white" countries. It wasn't until I came to Asia that I began to hear about racism within Asia. My initial reaction was that this was the most ridiculous thing that I'd heard. Growing up in Australia most racism was just directed towards anyone that wasn't white. All Asians were lumped into one category and I'd developed a solidarity with other ethnic friends I had no matter where they came from just because we'd all suffered the same mad prejudice. The funniest irony for me is that if Thais, Filipinos, Chinese, Vietnamese, Burmese or any other Asians had experienced racism where I did while growing up there would have certainly been no differentiation between their races towards the bullies. It would have been equal opportunity bullying! One positive that came out of growing up with racism is that I'm unable to be racist towards other people. I know what it feels like to be judged not on my merits or who I truly am but instead on some perceived fantasy of who I am. Racism is caused by ignorance first and foremost. When people gain the opportunity to understand another person through enough connection they will often come to see that this person is just like them. In my turbulent teenage years I've had people who were neo nazis come to connect with my enough that they dropped the madness and became good friends. There is still racism in Australia now and perhaps there always will be but I believe that as a whole the society is becoming a lot more integrated as it becomes a more multi-cultural place. Perhaps this is the solution for Thailand too. I believe it needs to start with laws against discrimination. When the government allows discrimination in any form it is permission and endorsement to the people that this is the right way to go. If the government reflects the wisdom and insight to recognize that all people within Thailand are due equal rights the people will first follow then gradually begin to see why they follow. Through this real understanding will eventually come. I believe this to be the best solution to racism.

By Jack, Thailand (19th October 2010)

Hi there! As a teacher I think there should be a standard for teachers to deal with a school. For example; minimum salary, rate per hour, and hours of teaching per week. I am sorry to say that there are many teachers from the Philippines who lower the standard that we should have by accepting lower pay and work more hours. What is good about it? I know that the majority of teachers from the Philippines have quite good education, some have higher education than a lot of native English speakers. But why lower yourself when you know you are qualified. Come on set the standard for the sake of others and stop being desperate.

By A foreign teacher, China (3rd June 2010)

Simple and clear: Where's the vision, mission, and goal of the school if these discriminating circumstances are taking place? Why seek your bread to these types of school? A true noble teacher should not allow any form of bigotry to break down his conviction. What a shame on the administrators!

By Donald Tygart, Australia (28th May 2010)

I'm a falang in a private/government school. This school has recently decided to replace all the Philiphinos in the English Program with falangs. They are all qualified and experienced and there haven't been any issues with them. I am absolutely outraged by this Apparently, the parents are calling the shots here and I realise competition between schools in the region is tough which has obviously made them more inclined to lower their moral standing for the sake of the school's survival. It's something I find very hard to deal with, as a human being and a teacher. The role of the teacher is to set a good example and racial favouritism or whatever you want to call it, is just plain wrong. It's a poisonous message they're sending to the students. I feel that I am part of it. It looks like I support it if I stay but I'm pretty much stuck. Jobs are scarce in the area at the moment. I'm thinking online teaching but worried about getting strapped if it doesn't work. I want them to know how I feel about it but I risk being singled out if I share my opinion mainly because I don't see eye to eye with the other falang in the EP regarding this. I've made my feelings known to my colleagues who have received their termination letters but is that good enough. I'm a teacher. I don't just teach the subject. My job is to promote good morals. It's hard for me to decide whether or not to make my opinion known, especially since the Philipinos have not protested or even questioned the decision. Do I hold my ground and keep my opinion to myself and try to rectify the example the school is setting by staying and giving some lessons on racial tolerance?...or do I quit in protest in an attempt to make a difference? Would it make a difference one way or the other? Is it my place? Should I stay out of it? Has anyone had similar experiences? Are people afraid to speak about this?

By Falang, Thailand (15th March 2010)

I really have to decide on whether I should take the TEFL class in Phuket Thailand or not. I thought that If ever I took it, it would be good to practice teaching in Thailand. I'm not sure though if this is a wise career move. Right now, I'm a freelance translator and would very much welcome a change of pace. Thanks for any thoughts on this.

By Josefina, Philippines (7th February 2010)

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Department of Justice and Attorney-General

Anti-discrimination bill 2024 consultation.

On 4 May 2021 the Attorney-General requested that the Queensland Human Rights Commission (QHRC) undertake a review of the Anti-Discrimination Act 1991 (the Act).

This review was the first holistic consideration of the Act since its introduction, and provided a valuable opportunity to ensure that Queensland’s anti-discrimination laws are up to date with the changing needs of our society.

The final report  Building belonging: Review of Queensland’s Anti-Discrimination Act 1991 (the Building belonging report) made 46 recommendations aimed at modernising and strengthening Queensland’s discrimination protections. It was tabled in Parliament on 1 September 2022.

The  final Queensland Government response to the Building belonging report was tabled in the Legislative Assembly on 3 April 2023, supporting in-principle all recommendations—including a holistic redrafting of the current Act—and committing to the introduction of legislation in this term of government.

The Queensland Government sought community feedback on the draft new Anti-Discrimination Bill 2024 (the draft Bill) that will replace the Act.

The proposed new anti-discrimination law would fundamentally alter the operation of Queensland’s discrimination legislation with a view to ensuring it is a modern and effective instrument that appropriately protects people from discrimination, sexual harassment, vilification and other objectionable/unlawful conduct.

The purpose of the draft Bill is to:

• promote and protect the rights to equality and non-discrimination
• eliminate discrimination, sexual harassment, vilification and other unlawful conduct to the greatest extent possible
• promote and facilitate the identification and elimination of systemic causes of discrimination, sexual harassment, vilification and victimisation
• promote and facilitate voluntary compliance with the legislation
• establish a flexible and efficient process for resolving complaints about alleged infringements of the legislation.

Consultation guide and papers

The Consultation guide (PDF) (or DOCX ) provided an overview of the draft Bill to help stakeholders understand the scope of the proposed anti-discrimination law changes.

Given the nature and substantive law changes, we also provided the following targeted consultation papers about specific subject areas covered by the draft Bill:

• Equality and non-discrimination for people with disabilities consultation paper (PDF) (or DOCX )
• Affirmative measures consultation paper (PDF) (or DOCX )
• Exceptions for religious bodies consultation paper (PDF) (or DOCX ).

Have your say

Submissions closed at 5pm on Friday 22 March 2024.

We are currently reviewing and considering all submissions as we continue to draft the Anti-Discrimination Bill 2024.

Your privacy

The Queensland Government is bound by the  Information Privacy Act 2009 —find out more by reading our  privacy statement . Information you provided in your submission may be collected by the Department of Justice and Attorney-General (DJAG) for the purpose of informing this consultation. DJAG may contact you to request further information on the issues you raised in your submission, unless you told us in your submission that you don’t want to be contacted. Your submission may also be published on DJAG’s website, unless you requested it be treated as confidential. Please note that all submissions may be subject to disclosure under the  Right to Information Act 2009 .

If you have questions about the review, you can email [email protected] .