Introduction: Why Diversity, Equity, and Inclusion (DEI) Matter in the Philippine Context
As the Philippine workforce becomes more globalized, digitalized, and multi-generational, the need for inclusive workplace practices has never been greater. Diversity, Equity, and Inclusion (DEI) are no longer just moral imperatives or compliance requirements—they are strategic advantages. Studies consistently show that diverse teams are more innovative, productive, and resilient (McKinsey & Company, 2020).
In the Philippines, the push for inclusive work environments is gaining momentum, driven by evolving employee expectations, local legislation (e.g., Anti-Discrimination Ordinances), and the rise of purpose-driven business models. This article explores strategies to build diverse and inclusive workplaces in the Philippines, grounded in cultural nuance, real-world application, and long-term impact.
1. Understanding the Dimensions of Diversity in the Philippines
Diversity is not just about race or gender. In the Philippine workplace, it includes:
- Gender and LGBTQ+ identity
- Persons with Disabilities (PWDs)
- Socioeconomic and educational backgrounds
- Age and generational differences
- Religious and ethnic diversity (including IPs and Muslims)
Given our archipelagic and multicultural composition, it’s crucial for companies to design DEI programs that reflect Filipino realities and regional differences.
Example: Companies based in Mindanao may need to include interfaith considerations, while Metro Manila-based corporations may focus on LGBTQ+ inclusion.
2. Conducting an Internal DEI Audit
Before implementing DEI initiatives, companies must assess their current landscape:
- What’s the gender ratio across departments?
- How many persons with disabilities are employed?
- Are LGBTQ+ employees protected by anti-discrimination policies?
- Do employees feel psychologically safe to express dissent or ideas?
Action Step: Conduct anonymous inclusion and engagement surveys, focus group discussions, and exit interviews to understand perceptions and barriers.
Tools: Utilize HRIS platforms like Everything at Work to disaggregate workforce data by gender, age, disability status, and more.
3. Setting a DEI Vision with Leadership Buy-in
A DEI strategy without leadership support is unsustainable. Filipino executives and founders must:
- Publicly endorse DEI as a core business value
- Allocate budget and resources
- Tie DEI outcomes to key performance indicators (KPIs)
Tip: Appoint a DEI Officer or Committee—preferably cross-functional—to champion initiatives. This group should meet quarterly, develop programming, and assess outcomes.
Example: Jollibee Foods Corporation has made inclusion a part of its leadership development and corporate governance strategy (JFC Sustainability Report, 2022).
4. Implementing Inclusive Recruitment Practices
Bias in hiring often begins with job ads and candidate screening. To diversify your talent pipeline:
- Use gender-neutral job descriptions
- Partner with universities in underserved regions (e.g., BARMM, CARAGA)
- Set PWD-accessible recruitment venues
- Train recruiters on unconscious bias
Innovation: Adopt a blind resume screening process, where age, gender, and address are hidden during initial shortlisting.
Strategy: Expand outreach to alternative talent pools, such as second-chance programs (for returning OFWs, former inmates, or senior citizens).
5. Building Inclusive Onboarding and Training Programs
New employees must immediately feel welcomed and valued.
Best Practices:
- Use inclusive language in handbooks and presentations
- Include DEI training in onboarding modules
- Offer buddy systems that pair diverse employees together
Training Topics:
- Gender sensitivity
- Disability awareness and etiquette
- Inclusive leadership
- Cultural competence across regions
According to the ILO’s Business Case for Disability Inclusion (2016), training managers in inclusive practices improves team cohesion and performance.
6. Creating Policies that Protect and Empower
Inclusive policies are essential for protecting marginalized groups:
- Anti-Discrimination Policies that include SOGIE (Sexual Orientation and Gender Identity Expression)
- Flexible Work Arrangements for caregivers, PWDs, and senior workers
- Parental Leaves that cover same-sex couples and adoptive parents
- Grievance Mechanisms that protect whistleblowers and victims of harassment
Local Model: Globe Telecom’s DEI framework includes gender transition guidelines, gender-neutral toilets, and domestic partner benefits (Globe Annual Sustainability Report, 2021).
7. Promoting Employee Resource Groups (ERGs)
ERGs provide safe spaces for diverse communities to connect and collaborate.
Examples:
- LGBTQ+ Pride groups
- Women in Leadership
- Working Parents Circle
- PWD Support Forums
How to Support:
- Allocate time and budget for ERG events
- Include ERG leaders in policy consultations
- Highlight ERG achievements in company communications
Strategy: Institutionalize ERGs into annual planning cycles and encourage executives to serve as sponsors.
8. Embedding DEI into Performance and Promotions
Bias often creeps into performance reviews and promotion pathways. Ensure fairness through:
- Standardized evaluation rubrics
- 360-degree feedback mechanisms
- DEI-sensitive leadership assessments
Strategy: Track promotion rates by gender, age, and location to identify disparities. Make equitable opportunity part of your talent management strategy.
Additional Tip: Reward inclusive behaviors (e.g., mentoring marginalized employees) as part of performance metrics.
9. Measuring DEI Impact with Data
Metrics matter. Companies should monitor:
- Workforce composition by gender, age, region, and disability
- Pay equity analysis
- Engagement survey scores segmented by group
- DEI-related training participation rates
Reporting: Include DEI metrics in your annual report or ESG disclosures to signal accountability and transparency.
Global Insight: A 2022 Deloitte report found that 75% of companies with clear DEI metrics had higher employee engagement and brand trust.
Philippine Insight: Companies listed on the PSE are beginning to include DEI in their Sustainability Disclosures under the SEC’s ESG guidelines.
10. Celebrating Inclusion Year-Round
Avoid tokenism by integrating DEI into your annual calendar:
- Women’s Month (March)
- Pride Month (June)
- National Disability Prevention Week (3rd week of July)
- Mental Health Awareness Month (October)
More Ideas: Host panel discussions, art exhibits, storytelling sessions, and cultural potlucks to highlight intersectional identities. Support employees in launching initiatives aligned with their identities and experiences.
11. Complying with Philippine Laws and Global Standards
Inclusion is not just a trend—it’s a compliance matter.
Relevant Laws:
- Magna Carta for Women (RA 9710)
- Republic Act 10911 (Anti-Age Discrimination)
- Republic Act 7277 (Magna Carta for Disabled Persons)
- DOLE Labor Advisory No. 01-2020 (Mental Health Policy at Work)
Global Standards:
- UN Sustainable Development Goals (SDGs) 5, 8, and 10
- ILO Convention No. 111 (Discrimination in Employment and Occupation)
- ISO 30415:2021 (Human Resource Management—Diversity and Inclusion)
Tip: Align DEI policy frameworks with local laws and international standards for global competitiveness and investor readiness.
12. Challenges and Realities in Philippine Implementation
While DEI has gained ground, challenges persist:
- Cultural conservatism in some regions
- Lack of DEI expertise in SMEs
- Resistance to change from senior leaders
- Infrastructure limitations for PWD inclusion
- Digital divide for remote or underserved areas
Solution: Create context-sensitive programs. In conservative areas, start with inclusive language and respectful workplace training before tackling SOGIE policies. For SMEs, collaborate with NGOs or government agencies offering DEI support.
Conclusion: Inclusion as a Shared Responsibility
Building a diverse and inclusive workplace in the Philippines is not a one-off project. It’s a cultural transformation that requires sustained effort, leadership courage, and organizational humility.
A truly inclusive workplace ensures that all employees feel safe, heard, respected, and empowered—regardless of who they are or where they come from. By grounding strategies in local context, aligning with laws and global standards, and measuring impact regularly, Filipino companies can create a workplace where everyone—regardless of background—feels valued, safe, and empowered to succeed.
Business Benefits:
- Higher employee retention and engagement
- Stronger employer branding
- Increased creativity and innovation
- Better compliance and risk management
Let’s build a future where inclusion isn’t the exception—it’s the standard.
Cited Sources:
- McKinsey & Company (2020). “Diversity Wins: How Inclusion Matters”
- International Labour Organization (2016). “The Business Case for Disability Inclusion”
- Jollibee Foods Corporation Sustainability Report (2022)
- Globe Telecom Sustainability Report (2021)
- Deloitte Global Human Capital Trends (2022)
- Republic Acts and DOLE advisories available at www.officialgazette.gov.ph and www.dole.gov.ph
- ISO 30415:2021 Human Resource Management: Diversity and Inclusion
