![[Paper] Living Culture and Contemporary Societies (LCS)](../../../../assets/md5images/73ce80c380694d6910aaf7027e3b199f.png)
Workplace Experiences and Inclusion among Filipino Muslims in the Anak Mindanao Partylist
Document Types
Paper Presentation
Research Theme (for Paper Presentation and Poster Presentation submissions only)
Living Culture and Contemporary Societies (LCS)
School Name
De La Salle Santiago Zobel School - Br. Rafael Donato FSC Night High School
Track or Strand
General Academic Strand (GAS)
Research Advisor (Last Name, First Name, Middle Initial)
Gamboa, Gerald B.
Start Date
23-6-2026 3:30 PM
End Date
23-6-2026 5:00 PM
Zoom Link/ Room Assignment
DLSU Manila Campus (In-person) - Don Enrique T. Yuchengco Hall - Y306
Abstract/Executive Summary
Employment discrimination against Muslims remains a persistent global and local issue that limits economic inclusion and social justice. In the Philippines, despite legal frameworks promoting equality, Filipino Muslims—especially those displaced by conflict—continue to face prejudice and systemic barriers in urban areas. This study used a descriptive-qualitative design to examine the lived experiences of Muslim employees affiliated with the Anak-Mindanao Partylist in Maharlika Village, Taguig City, focusing on hiring biases and workplace discrimination. Eight Muslim professionals were selected through purposive sampling. Data were gathered through semi-structured interviews and analyzed using Braun and Clarke’s thematic analysis, guided by Labeling Theory and Intersectionality.
Six major themes emerged. First, participants experienced both interpersonal and structural discrimination rooted in their religious identity, often triggered by visible markers like the hijab. Second, religion became a barrier to employment, with some participants concealing their identity to secure jobs. Third, these experiences caused emotional distress, affecting performance and career decisions. Fourth, some workplaces demonstrated inclusivity through accommodations such as flexible schedules and prayer spaces. Fifth, participants showed resilience by developing coping strategies and using discrimination as motivation. Lastly, they proposed inclusive practices, including respect for religious identity, worship spaces, and merit-based recognition.
The findings highlight both systemic Islamophobia and the importance of inclusive workplace practices. This study contributes to social justice and industrial psychology by providing context-specific insights and offers practical recommendations for employers and policymakers to promote equitable work environments for Filipino Muslims.
Keywords
employment discrimination; Filipino muslims; workplace inclusion; hiring bias; qualitative research
Initial Consent for Publication
yes
Statement of Originality
yes
Workplace Experiences and Inclusion among Filipino Muslims in the Anak Mindanao Partylist
Employment discrimination against Muslims remains a persistent global and local issue that limits economic inclusion and social justice. In the Philippines, despite legal frameworks promoting equality, Filipino Muslims—especially those displaced by conflict—continue to face prejudice and systemic barriers in urban areas. This study used a descriptive-qualitative design to examine the lived experiences of Muslim employees affiliated with the Anak-Mindanao Partylist in Maharlika Village, Taguig City, focusing on hiring biases and workplace discrimination. Eight Muslim professionals were selected through purposive sampling. Data were gathered through semi-structured interviews and analyzed using Braun and Clarke’s thematic analysis, guided by Labeling Theory and Intersectionality.
Six major themes emerged. First, participants experienced both interpersonal and structural discrimination rooted in their religious identity, often triggered by visible markers like the hijab. Second, religion became a barrier to employment, with some participants concealing their identity to secure jobs. Third, these experiences caused emotional distress, affecting performance and career decisions. Fourth, some workplaces demonstrated inclusivity through accommodations such as flexible schedules and prayer spaces. Fifth, participants showed resilience by developing coping strategies and using discrimination as motivation. Lastly, they proposed inclusive practices, including respect for religious identity, worship spaces, and merit-based recognition.
The findings highlight both systemic Islamophobia and the importance of inclusive workplace practices. This study contributes to social justice and industrial psychology by providing context-specific insights and offers practical recommendations for employers and policymakers to promote equitable work environments for Filipino Muslims.
https://animorepository.dlsu.edu.ph/conf_shsrescon/2026/BoA_LCS/12
