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We have all been victims of stereotypes at least once. The nursery rhymes we hummed and recited as kids are replete with societal and archetypal stereotypes, including those that pertain to gender. Then we grow older, learn more about the world, and our transformation is complete — we get so immersed in cultural norms that we find ourselves unable to look past gender norms. Before we even know it, we have become part of a culture that tends to turn a blind eye on gender equality and inclusivity.

As a woman myself, there is one phenomenon that has been a cause of great concern for me. Around 2021, news agencies picked up on the mass exit of women from the labor force, both internationally and in the local scene. They dubbed this exit as the “she-cession”. And even in relatively gender-equal Philippines, which had seen a steady rise in the number of working women from 2017 to 2019, there was a considerable drop in numbers by the time the pandemic rolled in, and women accounted for 44% of job losses by 2020.

Society has long condoned acts that put up a gender divide. Men work, women stay at home to focus on child-rearing. Even in sexual harassment cases, women are often blamed for their provocative outfits. But not all hope is lost. There are a number of legislations advocating for the preservation of women’s rights and for gender equality. Republic Act 9710 or the Magna Carta of Women recognizes the discrimination and the realities faced by women, and puts in place measures to safeguard their rights, all in line with the constitutional mandate that the State shall recognize women’s role in nation-building and that the government has the concurrent responsibility to afford them protection.

Diversity in the boardroom is a recognized imperative for an effective leadership. Successful businesses recognize that leaders must be composed of dynamic and diverse individuals to prevent groupthink and stimulate healthy exchange of ideas. The boardroom must be constantly permeated with different views and backgrounds if it expects to successfully adapt the business in this era of ever shifting tides and radical changes.

For the longest time, it was a common observation to say that while the Philippines ranked high in surveys for number of internet users and overall usage, the country lagged in terms of connectivity speed compared to its peers. However, as digital enablement and transformation have been the top priorities since the start of remote work, even that seemingly deep-rooted truth is about to change. Telco companies have made a point to offer improved network services, beginning with the deployment of 5G technology.

Every move counts. When running a company, every decision made by corporate management, no matter how big or small, can boost or deter business growth. This rule of thumb is more apparent in today’s ever-evolving business landscape marked by disruptions brought by the COVID-19 pandemic. The need to evaluate business decisions, risks, and strategies is essential now more than ever.

Behavioral finance bias is either based on faulty reasoning or emotions. Faulty reasoning is cured through better information and education. However, biases arising from emotions or feelings are hard to correct because they stem from the unconscious level such as impulses and intuitions. The following are few of the behavioral finance biases that need to be recognized and managed.

There is no doubt that Omicron has impeded most economic recovery efforts. Just in the past month alone, news agencies have reported that the COVID-19 variant has slowed business growth in the United Kingdom to its most glacial pace in a year and the International Monetary Fund has adjusted its global growth forecast to a modest 4.4 percent amidst higher inflation rates and positive case numbers worldwide. Here at home, the Philippine Statistics Authority has likewise downgraded its third-quarter gross domestic product (GDP) growth figure from 7.1 percent year-on-year to 6.9 percent.