PBCWE Case Studies
In 2020, PBCWE developed well-written case studies to document experiences of Human Resource Leads and employees and provide significant accomplishments and improvements on the implementation of Workplace Gender Equality (WGE) initiatives of select PBCWE member companies.
In particular, PBCWE aims to:
- Gather insights from HR leads on their experience in coming up with WGE-related programs;
- Cover challenges encountered by companies in introducing the policies to employees;
- Converse with selected employees to discuss the experience with new and/or improved WGE program/s.
- Highlight significant accomplishments and improvements within the company in implementing the featured WGE-program;
- Provide advice from the implementers (Managers/HR leads) on how companies can adopt a similar program.
Embracing Digitalization for Employee Learning and Development
The COVID-19 pandemic has accelerated the digital revolution. PBCWE Founding Member, Ayala Land, Inc., is harnessing virtual platforms to help upskill, reskill, and retool employees for the new normal. By continuing to provide equal access to learning and development opportunities during the pandemic, the company is building a culture of learning that drives employee performance and growth.
Putting Premium on Maternity Care and Employee Health
Parenthood can drastically change the priorities of employees and may lead them to leave work or seek better opportunities that will allow them to meet the financial and non-financial responsibilities of having a child. Despite the odds, InLife is retaining employees through a family-oriented benefits package that covers maternity care not only for female employees but also spouses of male employees.
Addressing Workplace Sexual Harassment
In compliance with the Republic Act 11313, otherwise known as the Safe Spaces Act, the Philippine National Bank (PNB) strengthened its policy by taking immediate action on sexual harassment and provide a safe and gender-sensitive work environment that prevents its occurrence. This protects all employees especially women and members of the LGBT who are reportedly more exposed to different forms of sexual harassment.
Whistleblower Policy
The Philippine National Bank (PNB) has strengthened its whistleblower policy to ensure the confidentiality and protection of the whistleblower, include anti-retaliatory provisions, and enumerate procedures for reporting and investigation. This policy plays a big role in ensuring that employees regardless of rank or gender, to speak up without fear and report on violations of company policy.
Health and Wellness Program
With the COVID-19 pandemic weighing down on everyone’s mental health, PNB quickly introduced various support programs to help employees cope with increased stress and anxiety.
Progress on Workplace Gender Equality at DDB Group Philippines
DDB Group Philippines, the country’s first integrated marketing communications and services network, participated in a case study commissioned by Investing in Women (IW), an initiative of the Australian Government, to demonstrate results in bringing about change in workplace gender equality (WGE). The case study examines the company’s efforts as part of their engagement with the Philippine Business Coalition for Women Empowerment (PBCWE).
Advancing Workplace Gender Equality at Teleperformance Philippines
Teleperformance (TP) Philippines, one of the country’s largest offshore contact centers, participated in a case study commissioned by Investing in Women (IW), an initiative of the Australian Government, to demonstrate results in bringing about change in workplace gender equality (WGE). The case study examines the company’s efforts as part of their engagement with PBCWE.
Commitment to a safe, engaged, and inclusive workplace at Aboitiz Equity Ventures
Aboitiz Equity Ventures (AEV) is recognized as one of the best-managed conglomerates in the Philippines. AEV joined PBCWE in March 2021 to help the company build a more resilient and inclusive environment as part of their commitment to the United Nations Global Compact and its Ten Business Principles. A desire to continually improve the broader Diversity Equality and Inclusion (DE&I) strategy was also a motivation.
