5.2 Proportion of first-generation female students
5.2.1 – Proportion of women first-generation
* Number of women starting a
degree
* Number of first-generation
women starting a degree
62.66% (381/608) of all first-generation students starting a degree
27.89% (381/1,366) first-generation women starting a degree
– NwSSU Student Vulnerable Data Survey
– First Generation College Students
– Enrollment Data AY 2025-2026, 1st Sem
– Enrollment Data AY 2025-2026 2nd Sem
A.Y. 2025–2026 shows first-year female enrollees at 1,366 students out of 2,928 (46.65% female) in the first semester and 1,233 female students out of 2,565 (48.07% female) in the second semester. The data further illustrates that out of 608 first-generation students entering the university, 381 are women, establishing a dominant 62.66% female share within the first-generation intake—a critical milestone in a rural context where family financial resources historically prioritized male higher education. Moreover, first-generation female entrants account for 27.89% of the entire first-semester incoming female cohort (381 out of 1,366), confirming that more than one in four incoming female students is a first-in-family scholar across the university’s diverse academic programs. This substantiates NwSSU’s exemplary standard as a catalyst for gender-responsive socio-economic mobility thus, actively pulling socio-economically disadvantaged women into tertiary education.
5.3 Student access measures
5.3.1 – Tracking access measures
– NwSSU Women’s Application Rate 2025-2026
Northwestern Samar State University (NwSSU), through the Guidance and Testing Center monitors female student access metrics for AY 2025–2026. The female students represented 47.45% of total applicants (2,414 of 5,087) and achieved an internal acceptance rate of 49.42%. This demonstrates parity with the overall male acceptance rate of 49.22% and further validating NwSSU’s equitable access policies.
5.3.2 – Policy for women applications and entry
– NwSSU Policy on Women Application and Entry
– Office Order No. 404,s. 2026 Constitution of the Review Committees for the Revision of Manuals
Northwest Samar State University (NwSSU) has an official policy guaranteeing equal opportunity in student applications, acceptance, entry, and participation regardless of sex or gender. This policy is outlined in the general admissions framework in the NwSSU Student Handbook.
The policy guarantees non-discriminatory treatment throughout all phases of a student’s academic experience. For applications, acceptance, and entry, the policy includes a Non-Discriminatory Admission Mandate, which states that no student shall be denied admission to NwSSU based on age, sex, ethnicity, religious beliefs, or affiliations. Admissions for all applicants—including freshmen, transferees, international students, and those with special needs—are processed centrally and equitably through the Admission and Testing Center, with no bias related to sex. Furthermore, the university aligns its entry policy with Article XIV, Section 5.3 of the Philippine Constitution, affirming that every citizen, including women, has the right to choose a profession or course of study subject only to fair, reasonable, and equitable standards.
The policy also affirms student rights and participation without distinction. All students at NwSSU are entitled to institutional rights regardless of sex, social status, religion, political background, or other factors. Female students, in particular, are guaranteed equal rights to participate in all curricular and co-curricular activities, take part in governance and policy formulation through student committees or the Board of Regents, freely express opinions and join organizations of their choice, access quality education and guidance services, and experience a humane and dignified learning environment. To further support a safe and respectful campus climate, the policy prohibits any acts or gestures that are not gender-sensitive, ensuring that all students—especially women—can participate fully and safely in university life.
Moreover, to guarantee that the policy for women applications and entry remains updated, relevant, and sustainable, NwSSU has recently conducted a workshop for the revision of Manuals.
5.3.3 – Women’s access schemes
– NwSSU Policy on Women Application and Entry
– Office Order No. 404,s. 2026 Constitution of the Review Committees for the Revision of Manuals
Northwest Samar State University (NwSSU) ensures women’s access, retention, and participation in higher education by offering guidance and counseling services, specialized academic support, and tailored provisions for targeted groups. The university’s policies guarantees career counseling to help students—particularly women—choose suitable study paths, providing inclusive admissions and support for students with special needs, facilitating access to TESDA scholarship programs, and adapting physical education for those with medical or physical limitations. NwSSU also prohibits non-gender-sensitive acts, ensures a safe campus environment, and offers clear grievance channels and protective measures, demonstrating its commitment to women’s success in higher education.
5.3.4 – Women’s application in underrepresented subjects
-NwSSU Policy on Women Application and Entry
– Office Order No. 404,s. 2026 Constitution of the Review Committees for the Revision of Manuals
– Activities and Outreach Programs
NwSSU has a established institutional, non-discriminatory policy foundation paired with a strategic governance framework. Specifically, the Policy on Women Application and Entry anchors student access to Article XIV, Section 5.3 of the Philippine Constitution and explicitly mandates that no applicant shall be denied admission to Northwest Samar State University (NwSSU) based on sex or gender, thereby guaranteeing female students the legal right to apply for non-traditional, technical, or historically male-dominated degree programs. Complementing this policy base, Office Order No. 404, s. 2026 institutionalizes cross-cutting oversight by formally embedding the Gender and Development (GAD) perspectives into key revisions in the NwSSU Manuals. This integration ensures that university-wide admissions, academic policies, and talent pipelines are systematically reviewed to identify and eliminate gender-based barriers to entry.
5.4 Proportion of senior female academics
5.4.1 – Proportion of senior female academics
* Number of senior academic
staff
* Number of female senior
academic staff
118 total senior academic staff
42.37% (50 female senior academics)
– Proportion of Senior Female Employees
NwSSU demonstrates a strong baseline of senior academic staff including permanent full/associate/assistant professors, college deans, and senior institutional directors. The uploaded data encompasses 52 professorial faculty (21 female, 40.38%), 9 academic/campus deans (5 female, 55.56%), and 57 key executive officials or directors (24 female, 42.11%). Across these three administrative tiers, the certified Human Resource Management Office records verify a total senior academic staff headcount of 118, of which 50 are female senior academics, hence establishing an overall senior female academic proportion of 42.37%. Further, the majority female leadership at the collegiate level (55.56% female deans) and a female SUC President (Dr. Lorelie F. Tangaran), reflecting NwSSU’s active promotion of women in higher education and academic administration.
5.5 Proportion of women receiving degrees
5.5.1 – Proportion of female degrees awarded
* Number of graduates: 1,990 graduates with 57.59% (1,146) female degree holders
– Summary of Graduates A.Y. 2025-2026
– NwSSU Day 1 Graduation Puts CCIES, CEA, COM in Focus; Batch Rises Beyond Limits
For A.Y. 2025–2026, NwSSU has a total of 1,990 graduates with 57.59% (1,146) of which are females. Across academic sectors, female representation remains remarkably robust: the Graduate School achieves 70.59% female representation (36 females out of 51 total), featuring strong leadership in doctoral and master’s tracks such as the Doctor of Education (80.00%; 4 out of 5) and MA in Educational Administration & Supervision (77.78%; 14 out of 18); the College of Management achieves 74.44% (198 females out of 266 total), led by BS Office Administration (85.19%; 23 out of 27) and BS Entrepreneurship (84.62%; 33 out of 39); the College of Education reaches 70.40% (421 females out of 598 total), highlighted by BEEd at 84.81% (67 out of 79) and exact parity in Physical Education (50.00%; 21 females out of 42); the College of Criminal Justice & Sciences records 59.68% (225 females out of 377 total), driven by 80.00% female participation in Development Communication (16 out of 20) and Environmental Science Natural Resources Mgt. (28 out of 35); and the College of Computing & Information Sciences nears parity at 48.33% (116 females out of 240 total), including 66.67% in Entertainment & Multimedia Communication (10 out of 15). Even in specialized technical fields, female completion is evident in the College of Engineering & Architecture (37.89%; 61 females out of 161 total), where BS Architecture leads with 62.50% female representation (10 out of 16), and the College of Agriculture and Technology (29.97%; 89 females out of 297 total), where BS Food Technology reaches 73.08% (19 out of 26). The disaggregated dataset proves an unbroken pipeline of female achievement extending from undergraduate fields to executive graduate programs
* Number of graduates by
subject area (STEM,
Medicine, Arts & Humanities
/ Social Sciences): 1,326 Total Graduates
– Proportion of Women Receiving Degrees
* Number of graduates: 484 total STEM graduates
– Proportion of Women Receiving STEM Degrees
* Number of graduates: Arts &
Humanities / Social
Sciences: 72.09% (607 females out of 842 total graduates)
– Proportion of Women Receiving Arts and Humanities/ Social Sciences Degrees
NwSSU produces female degree holders in the fields of Arts and Humanities and Social Sciences where women constitute an overwhelming majority of 72.09% across the combined (607 females out of 842 total graduates). Within Arts and Humanities, the BS in Architecture program achieves progressive gender equity with a 62.50% female proportion (10 females out of 16 graduates), while the Social Sciences cluster maintains a 72.28% female proportion (597 females out of 826 graduates) across nine degree programs. Detailed program-level metrics highlight strong female leadership in Teacher Education—including Secondary Education at 70.47% (284 out of 403), Elementary Education at 84.81% (67 out of 79), Technology & Livelihood Education at 75.68% (28 out of 37), and Technical-Vocational Teacher Education at 77.78% (21 out of 27)—as well as high female representation in Community Development (78.87%; 56 out of 71), Development Communication (75.00%; 24 out of 32), Tourism Management (82.81%; 53 out of 64), Hospitality Management (60.56%; 43 out of 71), and exact 50.00% gender parity in Physical Education (21 females out of 42). This data conforms to NwSSU’s commitment in training female leaders who drive social policy, public education, and regional development.
* Number of female graduates
by subject area (STEM,
Medicine, Arts & Humanities
/ Social Sciences): 58.52% (776 females out of 1,326 total graduates)Â
– Proportion of Women Receiving Degrees
NwSSU is upholds female degree completion int he different academic clusters—Arts and Humanities (62.50% female; 10 females out of 16), Social Sciences (72.28% female; 597 females out of 826), and STEM (34.92% female; 169 females out of 484)—establishing an institution-wide female graduate proportion of 58.52% (776 females out of 1,326 total graduates). This dynamics show that women achieve strong majority representation in Environmental Science (up to 80.00%) and Agriculture Technology (58.33%), while maintaining moderate participation in Computer (43.75%) and Civil Engineering (42.03%). It also shows women involvement in male dominant courses such as in Electrical (17.65%) and Electronics Engineering (16.67%), as well as Industrial Technology majors (Automotive, Electrical, Electronics) where female graduation is at 7%.
* Number of female
graduates: 34.92% (169 females out of 484 total STEM graduates)
– Proportion of Women Receiving STEM Degrees
The data under the Science, Technology, Engineering, and Mathematics (STEM) demonstrates an overall female graduate proportion of 34.92% (169 females out of 484 total STEM graduates). It illustrates a distinct internal distribution where women achieve strong majority representation in fields such as Environmental Science (reaching up to 80.00%) and Agriculture Technology (58.33%), and maintain moderate representation in Computer Engineering (43.75%) and Civil Engineering (42.03%). It also shows women involvement in male dominant courses like Electrical (17.65%) and Electronics Engineering (16.67%), as well as Industrial Technology majors where female participation is at 7%. This data further upholds the university’s continuous effort to encourage women’s involvement and success in STEM disciplines, contributing to greater gender balance and inclusivity in science and technology-related fields.
* Number of female
graduates: Arts &
Humanities / Social
Sciences: 72.09% (607 females out of 842 total graduates)
– Proportion of Women Receiving Arts and Humanities/ Social Sciences Degrees
NwSSU produces female degree holders in the fields of Arts and Humanities and Social Sciences where women constitute an overwhelming majority of 72.09% across the combined (607 females out of 842 total graduates). Within Arts and Humanities, the BS in Architecture program achieves progressive gender equity with a 62.50% female proportion (10 females out of 16 graduates), while the Social Sciences cluster maintains a 72.28% female proportion (597 females out of 826 graduates) across nine degree programs. Detailed program-level metrics highlight strong female leadership in Teacher Education—including Secondary Education at 70.47% (284 out of 403), Elementary Education at 84.81% (67 out of 79), Technology & Livelihood Education at 75.68% (28 out of 37), and Technical-Vocational Teacher Education at 77.78% (21 out of 27)—as well as high female representation in Community Development (78.87%; 56 out of 71), Development Communication (75.00%; 24 out of 32), Tourism Management (82.81%; 53 out of 64), Hospitality Management (60.56%; 43 out of 71), and exact 50.00% gender parity in Physical Education (21 females out of 42). This data conforms to NwSSU’s commitment in training female leaders who drive social policy, public education, and regional development.
5.6 Women’s progress measures
5.6.1 – Policy of non-discrimination against women
– NwSSU Policy on Non-Discrimination
Northwest Samar State University (NwSSU) has a Policy on Non-Discrimination Against Women, implemented through its officially approved Gender-Based Violence (GBV) Assistance and Referral Quality Procedure Manual (Doc Code: GAD-QP-01). This policy establishes a comprehensive non-discrimination and anti-abuse framework that covers all female students, faculty members, non-teaching staff, and university visitors in campus workplaces, training environments, and during training-related travel. The manual is closely aligned with Republic Act 9710 (the Magna Carta of Women) and Republic Act 9262 (the Anti-Violence Against Women and Their Children Act), ensuring that university governance is anchored in national gender equality law. Operationally, the university provides protection and support for victims through its Daraupan (VAWC Help Desk), which is managed exclusively by female staff to guarantee confidential intake, immediate disclosure of legal rights, medical referral, psychological counseling, and administrative protection throughout the complaint and Committee on Decorum and Investigation (CODI) process.
5.6.2 – Non-discrimination policies for transgender
– NwSSU Policy on Non-Discrimination for Transgender
NwSSU pledges support for transgender students, faculty, and staff across admissions, employment, academics, and campus life operationalized through specific provisions in the university’s personnel and student policies. In its recruitment and selection process, NwSSU explicitly states that “there shall be no discrimination in the selection of employees on account of gender, civil status, disability, religion, ethnicity, or political affiliation” while mandating gender-ratio guidelines under Chapter 5. Furthermore, the policy on Students’ Rights under Article IV affirms that all students shall be entitled to their rights “without distinction as to sex, social status, religion, political antecedents and other factors,” incorporating equal protection, academic freedom, governance rights, and the right “to be respected as a person” and to develop their human dignity. By integrating these non-discrimination clauses into its core personnel and student regulations, the university ensures that its foundational principle of inclusivity for transgender people is actively reflected in both employment practices and the student experience.
5.6.3 – Maternity policy
– Express Lane for Pregnant, PWDs, and Senior Citizens
Northwest Samar State University (NwSSU) enforces a maternity policy based on CSC Resolution No. 2100020 and R.A. 11210, granting all pregnant female employees 105 days of fully paid maternity leave for live births, regardless of delivery method. Those who experience miscarriage or emergency termination receive 60 days of full pay. Benefits apply to all female employees, regardless of status or length of service, and cannot be used as grounds for demotion or dismissal—even if an administrative case is pending. Solo parent mothers are granted an additional 15 days of paid leave, and all female employees may extend their leave by up to 30 days without pay or by using leave credits.
Female employees may also transfer up to seven days of their maternity leave to the child’s father or a designated caregiver, such as a close relative or cohabiting partner.
Further, NwSSU provides prenatal, postnatal, family planning and HIV Testing services at the University Health Center, including clinical monitoring and assessments. Priority express lanes at the University Health Center ensure pregnant women receive fast and convenient access to health services.
5.6.4 – Childcare facilities for students
1 Breastfeeding Room
1 Designated Breastfeeding Area
1 Child Minding Corner
– Breastfeeding Room Online Post
– Child Minding Corner Online Post
The CASUGBONG Gender and Development (GAD) Office has a breastfeeding room intended to provide nursing mothers within the NwSSU community with appropriate facilities. In addition, the University Health Center maintains a designated breastfeeding area, which contributes to a more supportive environment for lactating mothers. These measures indicate the university’s efforts to implement family-friendly policies and address maternal and child health needs on campus.
Moreover, to support working parents and guardians within NwSSU, the CASUGBONG (GAD) Office created a Child Minding Corner. This small area is intended to offer a secure and conducive environment for children, allowing parents to fulfill their official responsibilities without compromising their children’s welfare. The creation of this space reflects the CASUGBONG (GAD) Office’s ongoing efforts to address work-life balance concerns, promote gender equality in the workplace, and enhance the overall well-being of its students and employees.
5.6.5 – Childcare facilities for staff and faculty
1 Breastfeeding Room
1 Designated Breastfeeding Area
1 Child Minding Corner
– Breastfeeding Room Online Post
– Child Minding Corner Online Post
The CASUGBONG Gender and Development (GAD) Office has a breastfeeding room intended to provide nursing mothers within the NwSSU community with appropriate facilities. In addition, the University Health Center maintains a designated breastfeeding area, which contributes to a more supportive environment for lactating mothers. These measures indicate the university’s efforts to implement family-friendly policies and address maternal and child health needs on campus.
Moreover, to support working parents and guardians within NwSSU, the CASUGBONG (GAD) Office created a Child Minding Corner. This small area is intended to offer a secure and conducive environment for children, allowing parents to fulfill their official responsibilities without compromising their children’s welfare. The creation of this space reflects the CASUGBONG (GAD) Office’s ongoing efforts to address work-life balance concerns, promote gender equality in the workplace, and enhance the overall well-being of its students and employees.
5.6.6 – Women’s mentoring schemes
Tara Basa Data already requested from SAS
– Mentoring Scheme: NwSSU Equips Catarman Daycare Sectors Through Competency Training
NwSSU advocates active Faculty-to-Community Mentorship by guiding women from rural communities from performing informal domestic roles into recognized community leaders by equipping them with the necessary competency-based skills.
5.6.7 – Track women’s graduation rate.
1,990 graduates with 57.59% (1,146) female degree holders
– Summary of Graduates A.Y. 2025-2026
For A.Y. 2025–2026, NwSSU has a total of 1,990 graduates with 57.59% (1,146) of which are females. Across academic sectors, female representation remains remarkably robust: the Graduate School achieves 70.59% female representation (36 females out of 51 total), featuring strong leadership in doctoral and master’s tracks such as the Doctor of Education (80.00%; 4 out of 5) and MA in Educational Administration & Supervision (77.78%; 14 out of 18); the College of Management achieves 74.44% (198 females out of 266 total), led by BS Office Administration (85.19%; 23 out of 27) and BS Entrepreneurship (84.62%; 33 out of 39); the College of Education reaches 70.40% (421 females out of 598 total), highlighted by BEEd at 84.81% (67 out of 79) and exact parity in Physical Education (50.00%; 21 females out of 42); the College of Criminal Justice & Sciences records 59.68% (225 females out of 377 total), driven by 80.00% female participation in Development Communication (16 out of 20) and Environmental Science Natural Resources Mgt. (28 out of 35); and the College of Computing & Information Sciences nears parity at 48.33% (116 females out of 240 total), including 66.67% in Entertainment & Multimedia Communication (10 out of 15). Even in specialized technical fields, female completion is evident in the College of Engineering & Architecture (37.89%; 61 females out of 161 total), where BS Architecture leads with 62.50% female representation (10 out of 16), and the College of Agriculture and Technology (29.97%; 89 females out of 297 total), where BS Food Technology reaches 73.08% (19 out of 26). The disaggregated dataset proves an unbroken pipeline of female achievement extending from undergraduate fields to executive graduate programs
5.6.8 – Policies protecting those reporting discrimination.
– NwSSU Policy Protecting Those Reporting Discrimination
NwSSU’s Quality Procedure Manual GAD-QP-01: Gender-Based Violence Assistance and Referral protects individuals who report gender-based discrimination and abuse. The policy outlines clear intake procedures through a dedicated Daraupan Desk (Women Help Desk), guaranteeing gender-sensitive processing by requiring female staff during initial reports, maintaining maximum confidentiality, and securing reporting individuals within the facility. To prevent retaliation, the policy explicitly mandates that the CASUGBONG (GAD) Head actively monitor reporters for any repeat incidents of violations or abuse while facilitating administrative action through the Committee on Decorum and Investigation (CODI) and executive leadership. Furthermore, it reinforces protection through holistic support services, offering immediate medical assistance via the University Clinic, therapeutic counseling through the Guidance Office, legal guidance, and active monitoring of external referral agencies.
5.6.9 – Paternity policy
NwSSU enforces a comprehensive, publicly accessible policy that enables non-gestational parents to actively share in childcare, directly supporting female employees’ participation in the institution. Under Civil Service Commission (CSC) Memorandum Circular No. 5, series of 2021, and Republic Act No. 8187, NwSSU provides married male employees with seven (7) working days of standalone paternity leave with full pay for up to four deliveries to assist in spouse care and newborn rearing. This support is further augmented through RA No. 11210, which allows female staff to allocate up to seven (7) days of their 105-day expanded maternity leave to the child’s father regardless of marital status, offering up to 14 total days of paid caregiving time. Further, the policy ensures that any remaining maternity leave accrues to the non-gestational parent in cases of maternal death or permanent incapacity, and extends up to 60 days of paid adoption leave under RA No. 8552 to ensure equity across various parental dynamics. By strictly executing these mandatory provisions through standardized administrative forms (CS Form No. 6 and 6a), NwSSU institutionalizes shared parental responsibility and protects female career continuity.
