BALANCING RELIGIOUS FREEDOM AND ANTI-DISCRIMATION ORDINANCE OF BAGUIO CITY

Crisanta M. Santos

Diversity is vital in public administration because it brings together people from different backgrounds and perspectives, which stimulates creativity and better decision-making. According to research, diverse teams in government can develop policies that truly reflect and serve diverse communities (Naff & Kellough, 2003; Pitts, 2009). Beyond that, having a diverse workforce builds trust in government by making sure everyone feels represented and included, which encourages more people to get involved in civic life (Shin & Rainey, 2010). In an economic respect, diversity is highly useful for the managing of scarcity and talent by governments to entice talented human capital development to adapt and come up with solutions that address new needs and problems. This in a way leads to sustainable economic development and good steerage or management (OECD, 2008). Diversity is not simply a matter of equal treatment, it is about making the state’s services accessible, suitable, prompt, and agreeable for people with the status.

Given the importance of diversity in the promotion of effective, efficient, and innovative provisions of public administration, it will not be out of place to ask why local governments employ strategies towards the protection of Diversity. Thus, the subject Baguio City Ordinance No. 12 Series of 2017, or the Anti-Discrimination Ordinance of Baguio City is an ideal model for a city’s guarantee to provide equal treatment and equal opportunities for all citizens as well as equal access to services and justice. This ordinance bans discrimination on the grounds of religion, ethnic origin, sexual orientation, gender identity, health complications, disability, and age among others. This will ensure that all the individuals in Baguio City have equal chances in acquiring the opportunities as well as the services in the city without discrimination. This also entails the penalties for noncompliance and guilty of discrimination acts.

However, an issue at hand revolves around balancing religious rights and anti-discrimination policies, particularly concerning the admission practices of Bible schools or Christian Schools in Baguio City. Bible schools refer to Bible seminaries preparing their students to be ministers, missionaries, Christian educators, and chaplains. Christian schools are conservative schools strictly following the Bible principles.  Here's an outline addressing this issue:

Issue:

Baguio City Ordinance No. 12, Series of 2017, prohibits discrimination based on factors including sexual orientation and gender identity. This includes educational institutions such as Bible schools or Christian schools that may have religious doctrines conflicting with LGBTQ+ rights. The ordinance aims to ensure equal access to opportunities and services without prejudice (Habbiling, 2024).

While protecting the rights of the LGBTQ+, some religious institutions argue that they have the right also to maintain their religious teachings and practices, which may include restrictions on LGBTQ+ individuals if they do not follow school policies such as no cross-dressing and no same-sex relationships. It means that they are welcome to study in the institution if they behave biblically.

Position of Bible Schools or Christian Schools:

Bible schools or Christian schools may claim that according to the provisions of the ordinance, they have the right to set up admission policies compatible with their religious practice.  It is the right of the school not to admit LGBTQ+ individuals who do not conform to their religious teachings and practices because this would compromise their religious mandate.

Protection and Compliance:

Therefore, the city ordinance should clarify the balance between religious rights and anti-discrimination principles and provide guidelines on how religious institutions can maintain their religious identity while complying with anti-discrimination laws. This may include exemptions or accommodations that respect both religious freedoms and the rights of LGBTQ+ individuals.

Policy Considerations:

Clear Admission Policies: There should be a clear statement of belief of the institution for the Christian schools or the Bible schools, and specifically, the criteria for admission should declare the religious standards of the school before admitting the students and this should include the aspect of sexual orientation and the gender identity.

Non-Discrimination Standards: While upholding religious freedoms, institutions should also ensure they do not engage in discriminatory practices that violate the ordinance's protections for LGBTQ+ individuals.

Mediation and Dialogue: The city should encourage dialogue and mediate between religious institutions, CHED and DepEd representatives, and LGBTQ+ advocacy groups to find common ground and solutions that respect both religious liberties and anti-discrimination principles.

Legal Protections: Explaining legal matters to religious institutions, so that these can sustain their religious character when applying principles forbidden by anti-discrimination laws, can be helpful and avoid further lawsuits as well.

By taking these factors into consideration, Baguio City can look forward to the promotion of religious liberty as well as the protection of the citizens from discrimination.

(Note: Discussion Paper for my subject in Ph D in DA: Special Problems in Public Policy and Program Administration) 

 

 

References:

 

Habbiling, J. G. (2024, June 9). Baguiomidlandcourier. Retrieved from Baguio Midland Courier: Baguiomidlandcourier.com.ph/advocates-review-baguio-anti-discrimination-edict

Naff, K. C., & Kellough, J. E. (2003). Diversity in public organizations. Public Administration Review, 63(5), 613-623.

Pitts, D. W. (2009). The politics of diversity: Immigration, resistance, and change in Monterey Park, California. Temple University Press.

Grizzle, G. A., Vincent, C., & Taylor, S. (2010). Diversity management in public administration: A practical guide. Routledge.

Shin, H., & Rainey, H. G. (2010). Institutional and individual factors affecting diversity in U.S. federal agencies. Review of Public Personnel Administration, 30(3), 233-258.

OECD (2008). International migration outlook 2008. OECD Publishing.