Reporting Educational or Employment Disadvantage

Enhanced Policy on Nondiscrimination and Inclusivity in Workplaces

Office Order no. 19, 2022

Isabela State University is committed to upholding gender equality and promoting the rights and welfare of women, in compliance with Republic Act No. 9710 and CHED Memorandum Order Series of 2015. The university shall actively work towards creating an inclusive and supportive environment that facilitates the reporting of educational and employment disadvantages hereto.

This policy aims to provide a framework for reporting and addressing educational or employment disadvantages within the university community. It underscores the University’s commitment to eliminating discrimination and ensuring equal opportunities for all.

Pursuant to RA 9710 Sec III- (b) “Discrimination Against Women” refers to any gender- based distinction, exclusion, or restriction which has the effect or purpose of impairing or nullifying the recognition, enjoyment, or exercise by women, irrespective of their marital status, on a basis of equality of men and women, of human rights and fundamental freedoms in the political, economic, social, cultural, civil, or any other field.

It includes any act or omission, including by law, policy, administrative measure, or practice, that directly or indirectly excludes or restricts women in the recognition and promotion of their rights and their access to and enjoyment of opportunities, benefits, or privileges. A measure or practice of general application is discrimination against women if it fails to provide for mechanisms to offset or address sex or gender-based disadvantages or limitations of women, as a result of which women are denied or restricted in the recognition and protection of their rights and in their access to and enjoyment of opportunities, benefits, or privileges; or women, more than men, are shown to have suffered the greater adverse effects of those measures or practices. Provided, finally, that discrimination compounded by or intersecting with other grounds, status, or condition, such as ethnicity, age, poverty, or religion shall be considered discrimination against women under this Act.


  1. Confidential Reporting: Individuals who believe they have experienced an educational or employment disadvantage are encouraged to report their concerns. The university provides confidential reporting mechanisms through the Human Resource Management Office, or the Office of Students Affairs and Services. Reports can be made anonymously if desired.
  2. Designated Contact Persons: The university designates trained personnel to serve as contact points for those reporting disadvantages. These individuals are responsible for guiding the reporting party through the process and connecting them with appropriate resources.


  1. Prompt Response: The university is committed to responding promptly to reports of educational or employment disadvantages. Investigations will be conducted in a fair and impartial manner through the Committee on Decorum and Investigation (CODI)
  2. Resolution and Support: Following an investigation, the university will take appropriate action to address the reported disadvantage. This may include offering support services, implementing reasonable accommodations, or taking corrective action against discrimination or harassment.


  • The university strictly prohibits retaliation against any individual who reports educational or employment disadvantages or participates in the investigation process. Such actions will be subject to disciplinary measures.


  • The university will provide training and education programs to raise awareness about educational or employment disadvantages and to promote a culture of inclusivity and equity.


  • This policy will be reviewed periodically to ensure its effectiveness and to make necessary improvements. Monitoring mechanisms will be established to assess its implementation.

This memorandum order shall take effect immediately upon approval.

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