Leyte Normal University endeavors to ensure that all students, regardless of their gender, are afforded equitable opportunities to pursue education that is sensitive to their unique needs and fosters their inherent potential, thereby empowering them to contribute meaningfully as productive members of the community. The rise in the enrollment of women in educational institutions is indicative of a significant increase in gender inclusivity and participation within school-related endeavors that acknowledge and honor diverse forms of expression

In the university setting, it is imperative to ensure that women are provided with equitable opportunities in both academic and co-curricular pursuits, allowing them to fully develop and harness their potential. LNU consistently demonstrates its commitment to fostering a culture of excellence and service by ensuring that students, regardless of their gender, receive comprehensive support, mentoring, and academic assistance to facilitate their holistic development.

Tracking Access Measures

• For Academic Year 2024

Summary of Student Admission (S.Y. 2024-2025)

• For Academic Year 2021-2023

Based on the enrollment count of LNU students across the different programs and from the different year levels, the application rate of women continued to increase in every academic year. Out of 3, 916 students for the 1st semester of AY 2021-202, 2972 (75.90 %) were female. However, during the second semester of AY 2021-2022, 2873 (76.55 %) were female among the 3, 753 enrolled students. On the other hand, during the 1st semester of AY 2022-2023, there were 5, 322 (71%) female students comprising the 7524 total number of enrollees for the said term. It’s also evident that there is a high number of accepted female students for the second semester of AY 2022-2023 wherein 5043 (71%) among the 7,124 enrollees were female.

• For Academic Year 2020

The data was taken from the Admission Office’s list of applicants and admissions for the School Year 2020-2021.

Report on Women’s application rate at the university. Out of 3,876 applicants, there were 2,835 (73%) female senior high school students/transferees who applied to the university last 2020.

Report on Women’s admission rate at the university. Out of 1,721 accepted students, there were 1,162 (68%) female students admitted to the university last 2020.

Report on Women’s study completion rate at the university. For the LNU graduate class of 2020, there were 458 graduates, 315 (69%) of which were female graduates. Meanwhile, for the graduate class of 2021, out of 304 graduates, 200 (66%) of which were female graduates. Lastly, there were 1,275 (72%) female graduates out of 1,774 graduates during the 2022 graduation commencement exercises. It should be noted that due to the K to 12 program transition, the graduates from the graduate classes of 2020 and 2021 were from the old curriculum. Also, the first batch of the K to12 curriculum graduated this 2022. This explains why there were fewer graduates from the graduate classes of 2020 and 2021 in comparison with the graduate class of 2022.

• View Enrollment Summary

Policies for Women Application and Entry

Leyte Normal University provides clear and inclusive guidelines on student application and entry in the university regardless of gender and race. Anchored on the mandates of the LNU Layag GAD Code, the university ensures that women are given the equal chance to be admitted in the campus and be given access to services offered by the university. The code highlights the equal participation and representation of women in the university recognizing fundamental equality before the law of women and men (Article II, Sec. 14).

• LNU Admission Procedures
• LNU Gender and Development (GAD) Code
• GAD Policies and Mandates
• Policy of Non-discrimination Against Women

Students’ Access Schemes

As an academic institution, LNU provides various access schemes to all students across disciplines. Women are given opportunities for scholarships, mentoring, and other targeted support. Based on the data from the Guidance and Testing Office, there is a high number of women in the university who are given scholarships funded by various government and non-government organizations. Apart from this, they are also provided with services related to mentoring, counseling, and others.

During the AY 2021-2022, out of the 1652 scholars in the university, 1, 280 (77%) were women. However, out of        2,375 recipients of government and private funded scholarships, there were 1,780 (75 %) grantees were women during the AY 2022-2023. This data shows that women in the university are given equal access to opportunities that can contribute to the development of their full potentials.

• Report on Student Access Schemes

Women Access Schemes

The total number of scholars and grantees across all scholarship types is 4,629, with a higher proportion of female recipients (69.5%) compared to male recipients (30.5%). This distribution shows a significant gender disparity favoring females.

In the LNU Incentive Package, out of 455 recipients, 53.8% are female, and 46.2% are male, indicating a relatively balanced gender distribution. However, the Government Funded Scholarship Grant program has the largest number of recipients, accounting for 88.5% of all scholars, with 2,920 females (71.3%) and 1,177 males (28.7%). This scholarship type reflects a substantial gender imbalance, with females considerably outnumbering males.

In the Privately Funded Scholarship category, which is the smallest group with 77 total recipients, females again make up a majority (67.5%), while males represent 32.5%. Overall, the data suggests that females are more frequently awarded scholarships and grants across all types, with the most pronounced gender disparity in government-funded programs.

Women Application in Under-Represented Subjects

In the context of striving for gender equality within the academic sphere, LNU acknowledged and address the persistent issue of women’s and the vulnerable sector’s underrepresentation in specific fields. In order to effectively address this matter, the university adopted a proactive approach by actively engaging in outreach and collaborative initiatives with various institutions and community groups with ensured quality and relevance.

The Leyte Normal University outreach programs have the potential to significantly contribute to the dismantling of barriers that impede women, children and the vulnerable sectors’ participation in underrepresented subjects. Through the implementation of mentorship programs and the facilitation of awareness workshops, universities have the potential to cultivate an environment that empowers and encourages female members of the community and the underrepresented groups to pursue their academic passions, free from the limitations imposed by gender stereotypes.

The collaboration with other universities and community institutions play a pivotal role in enhancing the effectiveness and influence of these endeavors. Facilitating the exchange of best practices, resources, and experiences among institutions fosters a collaborative learning environment, allowing for the implementation of effective strategies to tackle the pervasive issue of gender inequality. Joint initiatives encompass a range of collaborative endeavors, such as interdisciplinary projects, research partnerships, and exchange programs, which collectively contribute to fostering a more inclusive educational landscape. By establishing robust pipelines for mentorship and career development, these groups play a pivotal role in fortifying the support networks accessible to women who are embarking on non-traditional academic trajectories.

• LNU IMRC 2023
• BIBLiyahanan Program in Partnership with the Philippine National Police (PNP)
• Establishment of Research Ethics Committee
• Balay ni Berong Project with the Bureau of Fire Protection (BFP)
• Graduate School Donation of Learning Resource Materials
• Needs Assessment to Local Partner Institution
• Gender and Development Events 2024

Senior Academic Staff

Women leadership in Leyte Normal University with senior academic staff or faculty status is one testament of gender power and inclusion relative to the overall data on institutional membership. This magnifies gender distribution in the teaching force occupying senior roles with important responsibilities.

This report examines the gender distribution of senior academic staff at Leyte Normal University. Using recent data, we analyzed the number of male and female senior academic staff to assess gender representation in leadership roles within the university. The results highlight a nearly balanced distribution, with a slight predominance of female staff, offering insights into the gender dynamics of the institution’s academic workforce.

The bar graph illustrates the distribution of senior academic staff by gender at Leyte Normal University. Out of a total of 153 senior staff members, 72 are male, and 81 are female. This difference shows that there are slightly more senior female academic staff members (approximately 53%) compared to their male counterparts (47%). This distribution suggests a relatively balanced gender representation in senior academic roles, with a slight lean towards female staff. This balance can positively contribute to diverse perspectives within the university’s academic leadership.

The pie chart reveals that female senior academic staff constitute approximately 53% of the total senior academic workforce at Leyte Normal University, while male senior academic staff account for the remaining 47%. Specifically, there are 81 female senior staff members out of a total of 153, reflecting a 6% higher representation of female staff compared to male staff. This suggests a fairly balanced but slightly female-dominated gender distribution within the university’s senior academic roles, which could contribute to diverse perspectives and gender balance in leadership positions.

The bar graph shows the number of senior academic staff at Leyte Normal University, divided by gender. Senior male academic staff number 61, while senior female academic staff are slightly fewer, at 58. The total of 119 senior academic staff indicates a relatively balanced gender distribution, with a difference of only 3 between male and female staff. This suggests near gender parity among senior academic staff at the university, reflecting an inclusive academic environment.

The pie chart illustrates the proportion of senior female academic staff at Leyte Normal University. Out of 119 total senior academic staff, 58 are female, making up 48.7% of the staff. This near-equal distribution highlights the significant presence of women in senior academic roles, contributing to a balanced representation at the university

Grounded on recognizing and rethinking women’s rights, roles, responsibilities, maternal and paternal policies, as well as childcare programs, LNU solidifies women issues and predicaments through the implementation of institutional guidelines. policies, and programs anchored in the university goal and in the the achievement of SDG # 5 (Gender Equality). As an institution of higher learning, LNU upholds gender sensitivity and inclusivity in an atmosphere of democracy where women’s voice is privileged and not marginalized, where balance is achieved through intersectionality and interconnectedness of gender issues overlapping in society, enlightened through critical discourse.

Policies of Non-Discrimination Against Women

• LNU Gender and Development (GAD) Code
• GAD Policies and Mandates
• Policy of Non-discrimination Against Women

Non-Discrimination Policies for Transgender

• Civil Service Commission
  (CSC) Agenda and Memo
• LNU Gender and Development (GAD) Code
• Non-discrimination Policy for Transgender

Maternity and Paternity Policies

• Civil Service Commission
  (CSC) Agenda and Memo
• Maternity and Paternity Policies

Children Facilities for Students, Faculty, and Staff

• Childcare Facilities
• Early Childhood and Development Checklist

Women Mentoring Schemes

• Mentoring Scheme

Tracking Women’s Graduation Rates

• Summary of Graduates (S.Y. 2021-2022 and S.Y. 2022-2023)
• University Retention Facility

Policies Protecting Those Reporting Discrimination

• Civil Service Commission
  (CSC) Agenda and Memo
• Committee Handling Student Complaints
• Policies Protecting those
  Reporting Discrimination