Overview
Mapúa University is committed to building a gender-sensitive, inclusive, and equitable environment for students, faculty, staff, and community stakeholders. Through institutional policies, mentoring programs, student support services, health and wellness initiatives, scholarships, anti-discrimination mechanisms, and leadership development activities, the University promotes equal opportunities and removes barriers that may hinder the participation, advancement, and well-being of women.
Student Access Measures
Scholarship and Financial Assistance Programs
Mapúa University promotes equitable access to higher education through its Center for Scholarships and Financial Assistance, which administers a wide range of scholarship programs, financial aid opportunities, and tuition assistance schemes designed to support students regardless of financial capacity.
The University explicitly affirms its commitment to supporting education and building a bright future for every student, regardless of financial challenges, helping ensure that financial barriers do not hinder access to quality education.
The University offers several scholarship programs that support student application, admission, enrollment, retention, and participation, including:
- E.T. Yuchengco (ETY) Scholarship for Incoming Freshmen
- Don Tomas Mapúa Scholarship
- A.T. Yuchengco (ATY) Scholarship
- Income-Based Financial Assistance Program (IBFAP)
These programs provide financial support to qualified students and help expand access to higher education opportunities for women and other underrepresented groups.
In addition, Mapúa University provides tuition support through:
- Alumni Loyalty Discount
- YGC/Ayala Promotional Discount
- Sibling Discount
Through these initiatives, the University creates an enabling environment that supports women’s applications, acceptance, enrollment, retention, and continued participation in higher education.
Inclusive Admissions Policy
Mapúa University further supports gender-inclusive access through its Admission Requirements for Freshmen Applicants (Reference Guidelines RG-AD-01-04, effective 24 November 2020).
The policy clearly states that the admission guidelines shall apply to all applicants who seek admission to Mapúa University, ensuring a fair and non-discriminatory admissions process. The policy establishes standardized eligibility requirements and admission procedures that are applied equally to all applicants, regardless of gender.
Educational Access for Women and Vulnerable Sectors
Beyond formal admission and financial support mechanisms, Mapúa University expands educational access through community-based learning initiatives.
According to the University’s community development programs, online trainings and seminars were conducted for solo parents and adult learners, covering skills-based topics such as:
- Basic Electrical Circuits
- PC Troubleshooting and Networking
- Python App Development
- Micro Video Lectures for ALEAP
- Basic Welding Workshop
These initiatives provide educational opportunities for women, parents, and adult learners who may face barriers to traditional learning pathways.
The University further reports that CSR projects on diversity and equal opportunity continue to cater to women and children, while free educational resources are made available through the Dunong-Lingkod Platform, supporting inclusive learning opportunities for partner communities.
Women’s Progress Measures
Women’s Mentoring Schemes
Mapúa University provides comprehensive mentoring and student support services through the Center for Guidance and Counseling (CGC) and the Center for Student Advising (CSA), two institutional support centers established to help students successfully complete their programs of study and address both academic and non-academic concerns.
The University explicitly states that both centers welcome and support students from low-income families, female students, and students with disabilities who are experiencing difficulties with academic requirements or other aspects of student life. Through these services, female students have access to structured mentoring, advising, counseling, and coaching programs that support their academic achievement, personal development, well-being, and retention.
Center for Guidance and Counseling (CGC)
The Center for Guidance and Counseling (CGC) provides:
- Counseling Services
- Consulting Services
- Coordinating Services
- Appraising Services
- Mental Health Support Services
These programs help female students address academic, emotional, and personal concerns while supporting their overall well-being.
Center for Student Advising (CSA)
The Center for Student Advising (CSA) provides:
- Academic Advising
- Peer Advising
- Developmental Advising
- Fully Online Student Advising or Life Coaching
These services support women’s academic progress, career planning, leadership development, personal growth, and successful completion of their studies.
Women’s Health, Reproductive Health, and Well-Being Services
Mapúa University supports women’s progress through its Health Services Department, which is responsible for protecting and maintaining the health of the University community through comprehensive medical, dental, preventive, and wellness programs.
The department provides:
- Health examinations
- Medical consultations
- First aid and emergency treatment
- Annual physical examinations
- Medical and dental health records management
- Preventive healthcare services
- Vaccination programs
- Treatment and dispensing of medicines
- Referrals to partner hospitals
- Free online consultations
To ensure access to quality healthcare, the University has established partnerships with:
- Medical Center Manila
- Manila Doctors Hospital
- Makati Medical Center
These partnerships provide students and employees with ready access to emergency and specialized medical care, supporting the health and well-being of women and the broader University community.
Sexual and Reproductive Health Education
As part of its supplementary health services, the University conducts health seminars and educational activities that provide students and employees with access to sexual and reproductive health education and services.
Topics include:
- Family Planning
- Sexual and Reproductive Health
- HIV Awareness
- STD/STI Awareness
- Teen Pregnancy Prevention
- Cervical Cancer Awareness
- Dysmenorrhea
- Mental Health and Wellness
- Vaccination Awareness
- Women’s Health Promotion
- Healthy Lifestyles and Nutrition
These initiatives help ensure that women have access to health information and services that support their academic participation, personal development, reproductive health, and overall well-being.
Women’s Leadership and Empowerment
On 28 March 2025, Mapúa University conducted “Trailblazing Innovation: Empowering Women as Agents of Change,” a Women’s Leadership Forum attended by 61 faculty and non-teaching personnel.
The forum addressed:
- Women’s Leadership
- Career Advancement
- Gender Bias
- Professional Barriers
- Empowerment and Leadership Development
The activity reinforced the University’s commitment to advancing women in leadership and professional roles while fostering greater awareness of gender equality and women’s empowerment within the University community.
Paternity Leave and Shared Caregiving Support
Mapúa University supports women’s participation in the workplace through its Maternity and Paternity Policy (RG-HR-54-00, effective 25 January 2025) and related institutional leave provisions that recognize the role of both parents in childcare and family responsibilities.
Under the policy, eligible married male employees are entitled to seven (7) days of paid paternity leave for every childbirth or miscarriage, consistent with applicable Philippine legislation. The policy further allows fathers to participate in family caregiving responsibilities during the immediate post-childbirth period, enabling non-gestational parents to share childcare duties and support the recovery and well-being of their spouses.
The University’s maternity provisions complement this support by providing 105 days of paid maternity leave for childbirth, 120 days for solo parents, 60 days of paid leave for miscarriage, and an optional additional 30 days of leave, helping create a family-friendly workplace environment that supports employee well-being and gender equality.
By providing paternity leave and shared parental support measures, Mapúa University promotes a more equitable distribution of caregiving responsibilities and helps reduce barriers that may affect women’s continued participation and advancement in education and employment.
Gender Equality Policies and Institutional Framework
Policy on Gender Equality, Diversity and Inclusion
Policy: PCM-HR-06-00 Gender Equality, Diversity and Inclusion
Effectivity Date: 01 November 2023
Supersedes: RG-HR-52-00
Creation Date: October 19, 2020
Mapúa University institutionalizes its commitment to gender equality through its Policy on Gender Equality, Diversity and Inclusion, which is designed to foster a gender-sensitive and inclusive environment and promote awareness and understanding of the diverse needs, roles, and responsibilities of women, men, and transgender individuals.
The policy ensures:
- Equal opportunities in academic and non-academic services
- Elimination of sexual discrimination and harassment
- Prevention of gender-based bullying and discrimination
- Fair treatment regardless of gender, race, ethnicity, religion, or disability
- Promotion of diversity, inclusion, and equal opportunity
- Continuous review of institutional policies and practices to strengthen gender equality
Policy Protecting Individuals Reporting Discrimination
Policy: PCM-HR-08-00 Open and Responsible Communication (Whistle Blowing Policy)
Effectivity Date: 15 January 2024
Mapúa University maintains mechanisms that encourage the reporting of misconduct, abuse of authority, discrimination, unethical behavior, and policy violations.
The policy allows members of the University community to report concerns responsibly, including anonymously when appropriate, while promoting transparency, accountability, and ethical conduct throughout the institution.
Promoting Gender Equality and LGBTQIA+ Inclusion
Beyond women’s leadership and empowerment, Mapúa University advances gender equality by promoting respect for diverse sexual orientations, gender identities, and expressions. Through awareness activities, training, and inclusive institutional practices, the University works to prevent discrimination, challenge gender-based stereotypes, and foster safe learning and working environments for all members of the community.
Pride Matters in the Academe: Why It Counts, What It Faces
On 27 June 2025, Mapúa University conducted the Pride Month webinar, “Pride Matters in the Academe: Why It Counts, What It Faces,” through the collaboration of the DEI Office, Faculty Development Office, and Human Resources Department.
Dr. John Christopher D. Castillo, faculty member of the School of Foundational Studies and Education and a licensed social worker, discussed LGBTQIA+ inclusion, SOGIE concepts, and the Gender Equality, Disability, and Social Inclusion (GEDSI) framework. The session addressed discrimination, stereotyping, institutional biases, and measures for creating safe, inclusive, and accessible learning environments.
The webinar encouraged faculty, staff, and students to use gender-responsive language, avoid stereotypes, strengthen digital citizenship, and promote empathy and respect across academic life.
Unity in Diversity: Thriving at the Workplace and Beyond
On 20 October 2025, the Innovation and Development Office for Career Advancement and Lifelong Learning (idCALL), in collaboration with Grundfos Philippines, conducted the DEI seminar “Unity in Diversity: Thriving at the Workplace and Beyond” at the Cardinal Cinema, Makati Campus.
Led by Mr. Patrick Glenn O. Acorin, Mapúa’s DEI Officer, the seminar discussed inclusive leadership, support for persons with diverse abilities, skills- and confidence-building, and purposeful career development. It provided students with practical strategies for succeeding in diverse and multicultural workplaces.
The event was attended by 120 students from programs in engineering, computing, arts, design, and sciences, strengthening their awareness of diversity, equity, inclusion, and workplace readiness.
Charter for Employee Discipline
Policy: RG-HR-45-01 Charter for Employee Discipline
Effectivity Date: 01 February 2024
The Charter establishes a fair and structured process for handling disciplinary concerns involving teaching and non-teaching personnel. It guarantees due process through written notification, opportunity to respond, presentation of evidence, and impartial evaluation of cases.
Policy Against Workplace Sexual Harassment
Policy: RG-HR-22-01 Guidelines and Procedures Against Workplace Sexual Harassment
Effectivity Date: 25 January 2025
Mapúa University maintains comprehensive procedures for the prevention, reporting, investigation, and resolution of sexual harassment cases in accordance with Republic Act No. 7877.
The policy applies to all teaching and non-teaching personnel and ensures confidentiality, fairness, and protection for affected individuals while promoting a safe, respectful, and discrimination-free working environment.
Inclusive Recruitment Policies
Policies:
- PM-HR-02-03 Recruitment of Faculty
- PM-HR-03-05 Recruitment of Non-Teaching Employees
Effectivity Date: 25 January 2025
These policies promote non-discriminatory recruitment and hiring practices and encourage applications from underrepresented groups, including women, persons with disabilities, ethnic minorities, individuals from low-income backgrounds, and persons of diverse sexual orientations and gender identities.
Recruitment, selection, and employment decisions are based on qualifications, competence, merit, and institutional requirements rather than gender or other protected characteristics.
Disability Accommodation Policy
Policy: RG-HR-51-01 Disability Accommodation
Effectivity Date: 25 January 2025
The policy ensures equal employment opportunities and reasonable accommodations through:
- Accessible facilities
- Flexible work arrangements
- Counseling support
- Workplace adjustments
- Health monitoring services
The policy supports inclusion and participation of employees with disabilities within the University community.
Maternity and Paternity Policy
Policy: RG-HR-54-00 Maternity and Paternity Policy
Effectivity Date: 25 January 2025
The University supports employees through family-friendly leave provisions. This policy provides paid leaves to support employees during childbirth or miscarriage, in accordance with Philippine labor laws and Commission on Higher Education (CHED) Guidelines.
Maternity Benefits
- 105 days paid maternity leave for childbirth
- 120 days paid maternity leave for solo parents
- 60 days paid leave for miscarriage
- Optional additional 30 days of unpaid leave
Paternity Benefits
- 7 days paid paternity leave per childbirth or miscarriage
- Additional leave benefits as permitted by law
These provisions support employees in balancing professional and family responsibilities while promoting workplace gender equality.
Ethical Employment and Protection of Vulnerable Groups
Child and Forced Labor Policy
Policy: RG-HR-49-01 Child and Forced Labor
Effectivity Date: 25 January 2025
Mapúa University affirms its commitment to protecting human rights and promoting ethical employment practices through its Child and Forced Labor Policy. In accordance with national labor laws and international labor standards, the University strictly prohibits the recruitment, hiring, or engagement of individuals under conditions of child labor, forced labor, coercion, human trafficking, involuntary servitude, or exploitation.
The policy applies across all University departments, offices, centers, and academic units and ensures that employment practices uphold human dignity, safety, and fairness. The University likewise prohibits any form of intimidation, abuse of authority, or coercive practices that may compromise the welfare and rights of workers. Through this policy, Mapúa reinforces its responsibility to protect vulnerable groups and maintain a safe, respectful, and ethical working environment for all employees.
Job Contracting Policy
Policy: RG-HR-02-04 Job Contracting
Effectivity Date: 25 January 2025
Mapúa University implements its Job Contracting Policy to ensure that all contracted and outsourced services comply with Philippine labor regulations and ethical employment standards. The policy governs the engagement of independent contractors for collateral services such as janitorial, security, construction, and maintenance work and requires service providers to be duly registered and accredited by the Department of Labor and Employment (DOLE).
Under the policy, contracted personnel are entitled to labor protections including safe working conditions, appropriate wages, rest periods, meal breaks, and safeguards against work-related injury or illness. The University further ensures that contracting arrangements do not involve core academic and administrative functions that are normally performed by regular employees. Through these measures, Mapúa promotes fair labor practices, worker welfare, accountability, and compliance with national labor standards while protecting the rights and well-being of contracted personnel.
