Finding unity, prosperity in diversity

PRIDE IN PRIDE MONTH Mondelez Philippines believes a truly inspiring workplace is one where each colleague retains individuality, rather than conforming to stereotypes. —CONTRIBUTED PHOTO

The Philippine unit of a global company housing some of the country’s most well-known brands has embraced diversity, with its parent organization lauding its institutionalized policies on inclusivity.

Mondelez International’s unit in the country, Mondelez Philippines, is the first Southeast Asian unit of the Chicago-based multinational to have its own “Pride Month” celebration, in recognition of the LGBTQIA+ (lesbian, gay, bisexual, transgender, queer, intersex, asexual and others) community.

Not only is Mondelez Philippines the region’s pioneer in celebrating Pride Month, its “Diversity Council” is also the first of its kind in Mondelez’ Southeast Asian offices, which brings to the market Cheez Whiz, Oreo, Tang, Toblerone, Cadbury, Tiger biscuits and Eden cheese.

In establishing and institutionalizing gender-based measures in the company, Mondelez Philippines took its cue from its parent company. Mondelez International has become a global leader in promoting diversity and embracing the value of inclusivity in its campaigns.

One of its groundbreaking international diversity initiatives is Oreo’s “pride” campaign, encouraging members of the community to “share your pronoun with pride,” and inviting more people to become LGBTQIA+ allies.

Mondelez Philippines’ thrust to embrace diversity is anchored on the parent company’s commitment to “do what is right.” One of its corporate pillars is “building a winning growth culture” where every member of the team is treated with care and integrity.

“Since 2017, the commitment from the company is ahead of legislation, it goes above the minimum of what is provided under the law,” Mondelez Philippines people lead Aileen Aumentado said during a recent virtual media conference.

Noteworthy

One noteworthy policy is the inclusion of domestic partners of all genders in the coverage for HMO (health maintenance organization) benefits. Primary caregiver and single parent leaves, “regardless of birth story,” are also available to the employees.

“We also provide equitable pay regardless of gender. We focus on the merits,” Aumentado added.

She said the company partnered with Philippine Financial and Interindustry Pride (PFIP) to further boost its diversity measures and ensure inclusivity in all of its offices.

Aumentado said they were promoting diversity and inclusion in the workplace in their bases of operations in Metro Manila, Baguio City and Cebu City to allow their members to bring their best and most authentic selves, thus enabling them to greatly contribute to the company’s growth as well.

Chris Eugenio, PFIP operations strategist, said it was important to ensure workplaces remain diverse and inclusive so that they become hubs “for creativity and innovation.” Such an environment, he added, “promotes growth and an agile mindset.”

To achieve this, he encouraged all companies to institutionalize SOGIE (sexual orientation, gender identity and expression) education. “Make it part of standard corporate training and onboarding. Make it become part of everyday interactions,” he added.

Eugenio also said companies must promote LGBTQIA+ visibility and representation across all levels of the organization.

“You do not just hire [LGBTQIA+ employees], but you should support and provide opportunities to help them succeed and thrive, take management and leadership roles,” he said.

Not a melting pot

For Mondelez Philippines country director Ashish Pisharodi, their partnership with PFIP is important.

“We support diversity and inclusion because a truly inspiring workplace is one where each colleague retains individuality, rather than conforming to stereotypes,” he said.

“We are not a melting pot, but a mosaic where we see all the components,” Pisharodi added.

He said that when colleagues feel safe and confident to speak their mind, it enriches the discussion because there is no bias or judgment.Mondelez Philippines prides itself in removing unconscious bias among the employees, and keeping a “balanced” candidate slate for mid and early careers.

Supply Chain people lead Karl Sandoval attested to this.

“The fear was there. A male-dominated manufacturing unit is not easy to handle,” he said, acknowledging certain gender roles in his mind.

But during the recruitment, he said, the company acknowledged him for his individuality, “instead of being part of a social group.”

Sandoval said he found a second home that brings out the best in him.

“They challenge me as ‘Karl,’ not as a member of a social group,” he shared.

Aumentado, for her part, said she was “proud that we are trailblazers. Mondelez Philippines is home of the best practices in many ways in terms of ‘people program.’”

She clarified, though, that the company does not set a numeric target for LGBTQIA+ members in the workforce. “It is more of the environment that allows people to thrive regardless of gender,” she explained.

Microaggressions

For Sandoval, workplaces should be sensitive to “microaggressions” against the LGBTQIA+ community, the most common, he said, is “not using or promoting the preferred names and pronouns,” which should be “very basic.”

As a foundational right in the workplace, the right to a preferred name and pronoun affirm one’s gender identity, he said. “The most common offenders are the ‘kuyas’ and ‘ates,’ our support and maintenance staff, because they don’t know any better,” Sandoval said.

To address this, it is imperative to inform the administrative and clerical staff about SOGIE sensitivity. “This is stemming out of ignorance, they just don’t know,” he added.

Another foundational right is the provision for inclusive amenities and facilities, including restrooms.

Aumentado said Mondelez Philippines was embracing inclusivity because “we cannot express love to our consumers if we cannot express that love to our own people.”

Sandoval noted that Mondelez International is part of the Business Coalition for Equality in the United States, and the Philippine unit’s initiatives in supporting the LGBTQIA+ community is all about “walking the talk.”

He however cautioned other companies, “you don’t become inclusive overnight.”

Sandoval advised other corporations to take the time to establish the right foundations for diversity and inclusivity. “It’s all about listening and learning from the community, understanding what their needs are,” he said. —contributed INQ