Gender Empowerment Rises through Equal Opportunity Employers

Aboitiz Power Corporation (AboitizPower) advocated for workplace diversity and inclusivity by being an equal opportunity employer basing evaluations solely on merit, regardless of sexual orientation, gender identity, or other social minority group identifiers.

“We follow the principles of meritocracy wherein we put the right people in the role where they fit. Selection and promotion is based on merit and open competition, and we reward those who deliver,” said AboitizPower SAVP for Talent Attraction Corinne Patron. “In talent management, equal opportunity for development, upskilling, and promotion is given to all regardless of gender.”

The census found that from 2020 to 2022 the number of women in executive leadership teams in Philippine publicly listed companies increased to 40%. In AboitizPower, women comprised 37% of executive leadership and 

The number of women executives in national publicly listed companies increased to 40% from 2020-2022 Notably, AboitizPower reported women in 37% of executive leadership and 35% of the managerial pool.

“The power industry is still generally seen as a male-dominated industry, making it more attractive to male talents and not so much on the female demographics,” Patron said.

Citing partnerships with the academe and AboitizPower-initiated information campaigns like POWERTalk and BABAEngineer, she adds, “In talent attraction, we have initiatives that showcase how anyone, including women, can succeed and thrive in our industry,” she added, citing 

POWERTalk is a platform that showcases employee experiences, including testimonies on diversity, equity, inclusion, and belonging (DEIB), while BABAEngineer (a portmanteau of the words “babae” or woman and “engineer”) is an integrated marketing campaign that showcases the company’s female engineers who help operate its power plants and power distribution facilities.

Patron emphasizes the benefits of AboitizPower’s flexible work arrangement policy and hybrid work environment to working mothers.

“By focusing on output, women with varying responsibilities can achieve a work-life balance without sacrificing career advancement opportunities… This is important for working mothers like me who are trying to balance our leadership roles and our role as mothers,” she said.

In a separate event hosted by non-profit community Philippine Financial & Inter-Industry Pride (PFIP), AboitizPower Talent Attraction Manager Francis Cruz also lauded the impact DEIB has in the workplace.

“At AboitizPower, we have embedded gender diversity into our culture by implementing strategies and policies that promote equality and inclusivity across the organization,” Cruz said. 

“In talent attraction, we highlight the success and potential of all our team members, including our LGBTQIA+ colleagues, through initiatives like POWERTalk and we have partnerships with academic institutions to inspire the next generation of talent in the power industry,” he added.

AboitizPower launched its Diversity and Inclusion campaign in 2019 with the goal of raising awareness and respect for difference, which simultaneously promotes a culture of high-performing excellence due to the spirit of equality. The company’s efforts were the instigator to the development of a DEIB policy in 2023.

AboitizPower extended its minority support to value all forms of families and relationships, including domestic partners, whether common law or same-sex, as beneficiaries of their employees’ HMO coverage.

“This proactive step enhances the well-being of our LGBTQ+ team members and their families, sending a powerful message that AboitizPower values and respects diverse family structures,” Cruz said.

“These initiatives are part of our broader strategy to create a workplace where everyone feels valued, respected, and supported. AboitizPower is dedicated to leading by example in promoting inclusivity and well-being for all team members,” he added.