Domingo-Cabarrubias 91 time that the call center workers have with their families, such as integrating family days with the regular team-building activities, or providing for nurseries, child centers, and breastfeeding station for lactating mothers. RA 10028 or the Expanded Breastfeeding in the Workplace allows among others, paid breaks for nursing mothers to express their milk at lactation stations that management is mandated to provide. However, it is important to emphasize that measures to ease the burden of working women should not reinforce the traditional gender division of labor whereby women are expected to perform all or the bulk of household and family obligations, in addition to their stressful call center work. The working women’s burden could be significantly lightened if they are not compelled to still perform the domestic work when they arrive home in the morning. Research conducted by the author revealed that all of the women call center workers she interviewed no longer perform the bulk of housework and childcare. Since working in the call center has come to mean that working wives and mothers are usually out at night and have to sleep for most of the day, they no longer have any time to do housework and childcare. From the women’s accounts and also judging from the male participants’ narration, the male spouses do not have any problem about sharing housework with their spouses or even doing most of the work (Domingo-Cabarrubias 2012). To a certain extent, it was shown that despite the persistence for centuries of the unequal gender division of labor, gender equality within the home is achievable. Workers’ groups trying to organize women workers could incorporate these findings in their trainings and lectures to illustrate that gender inequality and the gender division of labor at home is not natural and immutable, and may in fact be transformed. Results of the study may also provide useful insights on how to identify more effective strategies of organizing women call center workers by considering their situations both in the workplace and in their homes and finding ways to address gendered power relations. For instance, unions can come up with organizational policies that not only acknowledge the inequality within the household but actually make concrete efforts to address this, at least within the households of their members.