Over the years, companies have made a conscious effort of fostering a diverse workplace composed of employees from different backgrounds. Job seekers, on the other hand, now take into consideration the work culture and environment when looking for a job.
A survey conducted by online job portal JobStreet will attest to that. Based on its Global Talent Survey, more than 50 percent of Filipino job seekers would decline to work for employers if their beliefs do not align with their own.
The same research showed having diverse talent in the workplace leads to higher levels of productivity and performance and improved employee retention rates.
“Inclusivity means it’s not just allowing people to be tolerated but it’s important that people are valued and appreciated because many things can happen in diverse teams. You won’t believe what they can do, and they can reach impossible things together,” says Philip Gioca, country manager of JobStreet Philippines.
Tycoon Frederick Dy’s Security Bank Corp. is one of the private banking companies that ascribe to the diversity and inclusion creed as it is making a case for equality in the workplace.
According to Nerissa Berba, Security Bank’s senior vice president and head of human capital management, the lender respects diversity in terms of gender, nationality and age, adding they have employees who are over 60 years old.
“We are not so much looking into these things but more of what can you contribute, how capable are you and how important it is for you to start contributing to the organization,” Berba tells the Inquirer in an interview.
Support
Security Bank, which was recently named the Philippines’ Best Bank for Diversity and Inclusion by premiere financial magazine Asiamoney, started conducting last year an engagement survey to get a better understanding of the support needed by its employees as part of efforts to embrace an inclusive culture.
“We make sure that when we get these kinds of feedback, we address that, regardless of age, tenure in the bank, because in any company you have a diverse population, you have young ones, those who are about to retire, and you want to understand the needs of these people in order for you to become a company that they want to work for, for a longer time,” says Berba.
The president and CEO also hosts Kapihan sessions, which seek to tackle various concerns raised by employees. Berba says aside from the usual catch-up, the questions revolve around ways the organization can do better while addressing the issues raised by employees.
Employee-centric
“As an example, they wanted to understand how we will move forward, and because a lot of other companies have started asking their employees to come back to the office, so last year we surveyed our employees on their thoughts on working on premise, working from home, hybrid setups, hotdesking, so we were very much employee-centric in that way because we really wanted to listen to what they need before we come up with a bank-wide direction,” she says.
Inclusion also goes beyond gender and race. Take Po family-led Shakey’s Pizza Asia Ventures Inc. as an example.
Last month, Shakey’s announced it would be hiring senior citizens and persons with disabilities (PWD) in Manila as part of its new “inclusive hiring” agenda.
Shakey’s, which manages Shakey’s Pizza and Peri-Peri Charcoal Chicken, partnered with the Public Employment Service Office to integrate more seniors and PWDs into its workforce, hoping to provide them an opportunity to earn income for their families.
The partnership entails hiring one senior citizen and one PWD for every Shakey’s branch in Manila.
“Shakey’s doors are wide open to welcome seniors and PWDs as valuable members of our team,” Vicente Gregorio, president and CEO of Shakey’s, says in a statement.
“Many of the elderly and PWDs have the capability and desire to take an active part in our society through gainful employment but, sadly, are often overlooked, making them a vulnerable sector,” he says.
Shakey’s likewise announced the revival of the “Love ‘Em Down” initiative in partnership with the Down Syndrome Association of the Philippines. In this project, persons with Down Syndrome also serve and interact with guests in all Shakey’s stores.
“Having them [individuals with Down Syndrome] in our stores was a gift. They were having fun, learning and interacting with our guests. They brought a deeper sense of joy and family to Shakey’s,” says Gregorio.
Gregorio says embracing inclusivity and diversity not only benefits the chosen communities but also builds the company as a people-focused organization.
“I firmly believe the private sector has a role to play in breaking cycles of inequity in our society, and inclusive job creation is among them. Employment gives people a sense of dignity, more so for those who are often marginalized and underrepresented,” he adds.
Security Bank and Shakey’s may have done a lot, yet JobStreet notes inclusivity is not something any company can achieve and nurture within a short period of time. To make this aspiration a reality, all members of an organization have a vital role to play, it says.
“It takes a whole organization—from leaders at the highest level to the junior team members—to have a deeper understanding and commitment toward the brand values and culture and displaying authenticity and acceptance,” it says.