INTRODUCTION

Recruitment is understood as a process searching and obtaining a pool

potential candidate with the desired knowledge, skills, and experience to
allow an organization to select the most appropriate people to fill the job
vacancies against defined positions descriptions and specification. Employing
the right person in organization is important however choosing an applicant
to hire may be hard because there are some recruitment specialists that look
into consideration on the gender of a person.
We, the researchers were inspired to conduct this study knowing that
individual carries the baggage of our personal values, experience, beliefs,
and perceptions with us everywhere. It is also inevitable for us to meet
diverse people inside or outside the workplace. As students we wondered
how to handle this kind of situation not only in the workplace but in our
school as well. By this study, we can acquire new ideas and broaden our
knowledge regarding on this matter that will help us to be more informed
and to be able to apply these new acquired ideas when being faced with the
situation in the near future.
Gender sensitivity is the way service providers treat male, female,
lesbian, gay, bisexual and transgender applicants in service delivery facilities
and thus affects applicants willingness to seek services, continue to use

services, and carry out the health behaviors advocated by the services. We,
the researcher want to know if who among the diverse and non-diverse
gender people has a greater chance to be hired in an organization, also we
want to be inform if the gender of an individual affects or considered as a
barrier to be hired. To know whether business processing outsourcing
industries develop policy statement, implement an appropriate equal
opportunities program within their organization and how BPO industry
attracts possible applicants knowing that there is a diversity in gender in an
organization, also to know how they select applicants with different gender
preferences.
BACKGROUND OF THE STUDY
In the past, men and women are treated differently in an organization.
Mostly men has a greater chance to get hired and has more opportunity to
occupy higher position in a workplace because they are the one who has
given a chance to finish their study, while women suffered a hard time to find
a work and to be employed because of lack of access to higher
education that lead to limited, low-paid and poor status occupations for most
of the 19th and 20th centuries, or earned less pay than men for doing the
same work. One of the reasons of inequality of men and women is lack of
political and economic power of women, which the political parts are played
mostly by male. This is caused by the factor that usually men have better
financial opportunities, which let them realized their supremacy in politics.

Consequently, women possess less economic power, as major influential

people in global economies are male.
Not only women suffer inequality in workplace as today issue there is a
widespread discrimination to lesbian, gay, bisexual and transgender to be
hired in an organization. The LGBT community remains as one of the
country's minority sectors today. Lesbian, gay, bisexual, and transgender
people often face disadvantages in getting hired for jobs, because certain
employment sectors are perceived to be in difficult workplace with LGBT, one
of the reason is that they are not open on workplace diversity or the variety
of differences between people encompasses race, gender, ethnic group, age,
personality, and sexual orientation. This usually result hard time for
individual with different sexual orientation to be employed in a certain
organization. However, some are given an opportunity to be hired but they
need to disclose their sexual orientation or gender identity in a particular
work to be able to suit in organizations policy which also lead to skillful LGBT
employees leave their workplaces because they dont feel welcome.
THEORETICAL FRAMEWORK

Equal opportunity Theory, is a stipulation that all people should be

treated similarly, unhampered by artificial barriers or prejudices or
preferences, except when particular distinctions can be explicitly justified.
The aim according to this often complex and contested concept is that

important jobs should go to those most qualified persons most likely to

perform ably in a given task and not go to persons for arbitrary or irrelevant
reasons, such as circumstances of birth, upbringing, having wellconnected relatives or friends, religion, sex, ethnicity, race, caste, or
involuntary personal attributes such as disability, age, gender, or sexual
orientation. Chances for advancement should be open to everybody
interested such that they have an equal chance to compete within the
framework of goals and the structure of rules established. The idea is to
remove arbitrariness from the selection process and base it on some preagreed basis of fairness, with the assessment process being related to the
type of position, and emphasizing procedural and legal means. Individuals
should succeed or fail based on their own efforts and not extraneous
circumstances such as having well-connected parents. It is opposed
to nepotism and plays a role in whether a social structure is seen as
legitimate.

STATEMENT OF THE PROBLEM

This study aims to determine the influence of gender sensitivity in
terms of recruitment and selection in Business process outsourcing industry

particularly in Teleperformance. Specifically, it seeks to answer the following

questions:
1. What are the perceived factors of Recruitment specialist on hiring diverse
and non-diverse applicant?
1.1 Confident
1.2 Productive
1.3 Skills
2.How this perceived factors affects the perception of Recruitment
practitioners on hiring diverse and non diverse applicants
2.1 Decision Making
2.2 Leadership
3. Is the gender of an applicant affects or considered as a barrier to be hired?
HYPOTHESIS
There is a significant relationship between gender sensitivity in
recruitment and selection in an organization.
SIGNIFICANCE OF THE STUDY

It is important to study this matter because it enables the organization

understand the gender sensitivity in recruitment and selection. The objective
of gender sensitivity is to communicate respect for differences.
This study will benefit the following:
1. The students, they will be aware for their future application, if
Teleperformance is open to gender sensitivity and somehow use this as
reference for their research and study.
2. The LGBT, they will be informed that Teleperformance is whether
promoting gender sensitivity or not.
3.The HR department, they will have an idea whether there is a need to
implement change on their recruitment and selection regarding gender
sensitivity.
4. The Employee, they will be more productive and efficient to their
respective jobs, if Teleperformance boost gender sensitivity in recruitment
and selection.
5.The Other researchers, this serves as a guide in conducting a similar
research study and a reference for further works
6. The university, its students may have their prospect company to apply for
the near future and use this as well as reference for their research and study.

7. The LGUs, they will be aware that teleperformance promote gender

equality in recruitment and selection and follow labor standard in terms of
employment opportunities.

SCOPE AND DELIMITATION

The coverage of this study is about the recruitment and selection
regarding gender sensitivity in Teleperformance particularly located at Makati
city, Philippines.
The researcher, will conduct survey in human resource department of
Teleperformance about particular information that can help answer the
question stated in the statement of the problem, for us to be able to answer
these, we need a certain number of respondents coming from the
department of human resource, employees, and also the applicants seeking
to be hired.
As the procedure, we will do a preliminary visit to Teleperformance to
submit a request letter to conduct a survey. Upon approval, the researchers
will organize an interview with the Human Resource Officer in order to
determine the numbers of respondents to the survey and are qualified to
answer the questions. The copies of questions will be distributed personally
to the respondents by the researchers. The survey sheets will be retrieved

when the respondents have finished answering the questionnaires. Data

collected will be analyzed and will be interpreted accordingly.

DEFINITION OF TERMS
1. BISEXUAL- sexually attracted to both men and women.
2.BPO- Business processing outsourcing, is the contracting of non-primary
business activities and functions to a third-party provider
3. DIVERSE COMMUNITY- a unique mix of cultural identities, socioeconomic
backgrounds, religious beliefs and sexual orientations
4. ETHNIC GROUP- a community or population made up of people who share
a common cultural background or descent
5.GENDER SENSITIVITY- is the act of being sensitive to the ways people think
about gender.
6.HIRE- employs someone for wages

7.HR- Human Resource, The department of a business or organization that

deals with the hiring, administration, and training of personnel.
8.LESBIAN- a homosexual woman.
9.LGBT- Lesbian, gay , bisexual and transgender
10.ORGANIZATION- An organized body of people with a particular purpose,
especially a business, society, association, etc.
11.PERSONALITY- the combination of characteristics or qualities that form an
individual's distinctive sexual orientation a person's sexual identity in relation
to the gender to which they are attracted; the fact of being heterosexual,
homosexual, or bisexual.
12.POTENTIAL CANDIDATE A person who applies for a job or a person that
is suitable for or likely to receive a particular position
13. RACE- refers to a person's physical characteristics, such as bone
structure and skin, hair, or eye color.
14. RECRUITMENT - The action of finding new people to join an organization
15.SUPREMACY IN WORKPLACE POLITICS- is the process and behavior in
human interactions involving power and authority

16.TRANS-GENDER- Denoting or relating to a person whose self-identity

does not conform unambiguously to conventional notions of male or female
gender.