{"id":69498,"date":"2023-10-14T09:00:45","date_gmt":"2023-10-14T01:00:45","guid":{"rendered":"https:\/\/primer.com.ph\/blog\/?p=69498"},"modified":"2023-12-19T11:43:35","modified_gmt":"2023-12-19T03:43:35","slug":"social-aspect-of-esg-promoting-gender-diversity-and-inclusion-in-the-workplace","status":"publish","type":"post","link":"https:\/\/primer.com.ph\/blog\/social-aspect-of-esg-promoting-gender-diversity-and-inclusion-in-the-workplace\/","title":{"rendered":"Social Aspect of ESG: Promoting Gender Diversity and Inclusion in the Workplace"},"content":{"rendered":"<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\">The social aspect of ESG (Environmental, Social, and Governance) is crucial in assessing the ethical and sustainable practices of organizations. In the last issue, we explored the broad range of social issues and performance metrics used by various companies in the Philippines related to topics such as Labor Relations, Human Rights and Diversity, Equality, Inclusion and Belongingness (DEIB).<\/span><\/p>\n<p style=\"text-align: center\" align=\"justify\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-69501\" src=\"https:\/\/primer.com.ph\/blog\/wp-content\/uploads\/sites\/14\/2023\/09\/pexels-yan-krukau-7691730.jpg\" alt=\"\" width=\"800\" height=\"533\" srcset=\"https:\/\/primer.com.ph\/blog\/wp-content\/uploads\/sites\/14\/2023\/09\/pexels-yan-krukau-7691730.jpg 800w, https:\/\/primer.com.ph\/blog\/wp-content\/uploads\/sites\/14\/2023\/09\/pexels-yan-krukau-7691730-300x200.jpg 300w, https:\/\/primer.com.ph\/blog\/wp-content\/uploads\/sites\/14\/2023\/09\/pexels-yan-krukau-7691730-768x512.jpg 768w\" sizes=\"auto, (max-width: 800px) 100vw, 800px\" \/><em><span style=\"font-size: 10pt\">IMAGE from Pexels<\/span><\/em><\/p>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\">This article will focus on DEIB, particularly gender diversity and inclusion (D&amp;I) and what companies are doing in this area to reap the benefits of a dynamic, diverse, and inclusive workplace. <\/span><\/p>\n<ul>\n<li>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\"><b>Gender Diversity<\/b>, traversing between the concepts of diversity and equity, is the <u>fair representation of people of different genders \u2013 usually quantified in terms of the ratio of men to women<\/u>. <\/span><\/p>\n<\/li>\n<\/ul>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\">However, a company may be diverse in terms of demographics of workforce, and yet not inclusive. Therefore, Diversity and Inclusion (D&amp;I) are often taken together \u2013 both related but distinct in definition from one another. <\/span><\/p>\n<ul>\n<li>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\"><u><b>Inclusion<\/b><\/u><u> is the active and genuine involvement of people regardless of age, gender, ethnicity, or background<\/u>. It recognizes the value of each person\u2019s uniqueness and provides ample space and acceptance to the extent where one feels valued, encouraged to participate and be their authentic selves. This sets the stage for cultivating belongingness in teams and the whole organization, in general. <\/span><\/p>\n<\/li>\n<\/ul>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\">Advocating for gender diversity and inclusion serves a dual purpose: it not only mitigates compliance risks with established standards and regulations but also empowers the organization to capitalize on opportunities to achieve positive outcomes.<\/span><\/p>\n<p><span style=\"font-family: georgia, palatino, serif;font-size: 14pt\"><b>Diversity and Inclusion (D&amp;I) Regulations and Indicators <\/b><\/span><\/p>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\">In 2018, <b>ISO 30414<\/b> (Guidelines for Disclosure of Information on Human Capital) was released as a guide for companies in their sustainability reporting \/ disclosure initiatives. The factor on <b>Diversity looks at how the organization enriches the composition of its workforce<\/b> with respect to age, gender, ethnicity, qualification, and mix of profiles in leadership levels. <\/span><\/p>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\">It is interesting to note that the Philippines tops other ASEAN countries in the ratio of <b>women in business leadership roles<\/b> with 33% vs. ASEAN average of 25%. In fact, while the Philippines may be below the global average for Human Development Index (HDI measures overall long and healthy life, access to knowledge and decent standard of living), it <b>ranks higher than global average for Gender Development Index (GDI)<\/b>, which is based on life expectancy, access to education, and command over economic resources of males versus females (UNDP, 2021). <\/span><\/p>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\">Moreover, the <b>Philippines is ranked #8 in the world<\/b> and categorized as Group 1, where 1 is the <b>closest to gender parity<\/b> while 5 the farthest (Gender Development Index, 2019). What this means is that leveraging on gender diversity and inclusion may be a low hanging fruit for organizations in the Philippines. <\/span><\/p>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\">Publicly listed companies in the Philippines are also required by the SEC to provide their <b>Sustainability Report<\/b> alongside their Annual Financial Report (SEC Form 17-A). <b>Ratio of male to female in the workforce<\/b> as well as in female representation in leadership positions are required to be reported on a regular basis. <\/span><\/p>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\">Below are examples of reports on gender diversity and inclusion as reported by the respective organizations through their <b>Annual<\/b> <b>Sustainability Report<\/b> \u2013 <\/span><\/p>\n<table width=\"652\" cellspacing=\"0\" cellpadding=\"11\">\n<tbody>\n<tr>\n<td style=\"background: #2f5496\" rowspan=\"2\" bgcolor=\"#2f5496\" width=\"232\">\n<p align=\"center\"><span style=\"color: #ffffff;font-family: georgia, palatino, serif\"><span style=\"font-size: small\"><b>COMPANY<\/b><\/span><\/span><\/p>\n<\/td>\n<td style=\"background: #2f5496\" colspan=\"3\" bgcolor=\"#2f5496\" width=\"374\">\n<p align=\"center\"><span style=\"color: #ffffff;font-family: georgia, palatino, serif\"><span style=\"font-size: small\"><b>GENDER REPRESENTATION<\/b><\/span><\/span><\/p>\n<\/td>\n<\/tr>\n<tr valign=\"top\">\n<td style=\"background: #d5dce4\" bgcolor=\"#d5dce4\" width=\"110\">\n<p align=\"center\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">Scope<\/span><\/span><\/p>\n<\/td>\n<td style=\"background: #d5dce4\" bgcolor=\"#d5dce4\" width=\"110\">\n<p align=\"center\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">Male<\/span><\/span><\/p>\n<\/td>\n<td style=\"background: #d5dce4\" bgcolor=\"#d5dce4\" width=\"109\">\n<p align=\"center\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">Female<\/span><\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td style=\"background: #d5dce4\" rowspan=\"2\" bgcolor=\"#d5dce4\" width=\"232\">\n<p align=\"left\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">Aboitiz <\/span><\/span><\/p>\n<\/td>\n<td width=\"110\">\n<p align=\"left\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">Overall<\/span><\/span><\/p>\n<\/td>\n<td width=\"110\">\n<p align=\"center\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">57%<\/span><\/span><\/p>\n<\/td>\n<td width=\"109\">\n<p align=\"center\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">43%<\/span><\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"110\">\n<p align=\"left\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">Leadership<\/span><\/span><\/p>\n<\/td>\n<td width=\"110\">\n<p align=\"center\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">49%<\/span><\/span><\/p>\n<\/td>\n<td width=\"109\">\n<p align=\"center\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">51%<\/span><\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td style=\"background: #d5dce4\" rowspan=\"2\" bgcolor=\"#d5dce4\" width=\"232\">\n<p align=\"left\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">Ayala <\/span><\/span><\/p>\n<\/td>\n<td width=\"110\">\n<p align=\"left\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">Overall<\/span><\/span><\/p>\n<\/td>\n<td width=\"110\">\n<p align=\"center\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">57%<\/span><\/span><\/p>\n<\/td>\n<td width=\"109\">\n<p align=\"center\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">43%<\/span><\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"110\">\n<p align=\"left\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">Leadership<\/span><\/span><\/p>\n<\/td>\n<td width=\"110\">\n<p align=\"center\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">76%<\/span><\/span><\/p>\n<\/td>\n<td width=\"109\">\n<p align=\"center\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">25%<\/span><\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td style=\"background: #d5dce4\" rowspan=\"2\" bgcolor=\"#d5dce4\" width=\"232\">\n<p align=\"left\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">Meralco<\/span><\/span><\/p>\n<\/td>\n<td width=\"110\">\n<p align=\"left\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">Overall<\/span><\/span><\/p>\n<\/td>\n<td width=\"110\">\n<p align=\"center\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">77%<\/span><\/span><\/p>\n<\/td>\n<td width=\"109\">\n<p align=\"center\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">23%<\/span><\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"110\">\n<p align=\"left\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">Leadership<\/span><\/span><\/p>\n<\/td>\n<td width=\"110\">\n<p align=\"center\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">72%<\/span><\/span><\/p>\n<\/td>\n<td width=\"109\">\n<p align=\"center\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">28%<\/span><\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td style=\"background: #d5dce4\" rowspan=\"2\" bgcolor=\"#d5dce4\" width=\"232\">\n<p align=\"left\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">San Miguel Corporation<\/span><\/span><\/p>\n<\/td>\n<td width=\"110\">\n<p align=\"left\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">Overall<\/span><\/span><\/p>\n<\/td>\n<td width=\"110\">\n<p align=\"center\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">73%<\/span><\/span><\/p>\n<\/td>\n<td width=\"109\">\n<p align=\"center\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">27%<\/span><\/span><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"110\">\n<p align=\"left\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">Leadership<\/span><\/span><\/p>\n<\/td>\n<td width=\"110\">\n<p align=\"center\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">59%<\/span><\/span><\/p>\n<\/td>\n<td width=\"109\">\n<p align=\"center\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\">41%<\/span><\/span><\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\"><i>Sources: Aboitiz Integrated Report (2022), Ayala Investor Relations Integrated Report\u00a0 <\/i><\/span><\/span><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\"><i>(2022), Meralco Combined Annual and Sustainability Report (2022), and San Miguel Corporation <\/i><\/span><\/span><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: small\"><i>Sustainability Report (2022)<\/i><\/span><\/span><\/p>\n<p><span style=\"font-family: georgia, palatino, serif\">While the figures seem to be promising, it&#8217;s crucial to understand that merely having a diverse workforce or equal representation at executive levels is simply not enough. To reap said benefits for the organization, it is essential to cultivate an environment where individuals feel enabled, valued, safe to share their ideas and viewpoints, and empowered to reach their full potential.<\/span><\/p>\n<p><span style=\"font-family: georgia, palatino, serif;font-size: 14pt\"><b>Initiatives Promoting Gender Diversity and Inclusion<\/b><\/span><\/p>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\">Looking into the United Nations (UN) 17 Sustainability Development Goals (SDG), <b>SDG No. 5: Gender Equality <\/b>aims to <b>achieve equality and empower women<\/b>. Some of the target initiatives applicable to the workplace setting are (The Global Goals, 2023): <\/span><\/p>\n<ul>\n<li>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\">End discrimination against women and girls<\/span><\/p>\n<\/li>\n<li>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\">Ensure full participation in leadership and decision-making <\/span><\/p>\n<\/li>\n<li>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\">Equal rights to economic resources, property ownership and financial services<\/span><\/p>\n<\/li>\n<li>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\">Promote empowerment of women through Technology <\/span><\/p>\n<\/li>\n<li>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\">Adopt and strengthen policies and enforceable legislation for Gender Equality<\/span><\/p>\n<\/li>\n<\/ul>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\">Companies, especially, the publicly listed ones, have demonstrated their commitment to drive SDGs through ESG efforts. This is done through regular monitoring as well as introducing programs in their respective organizations to help drive key sustainability targets. Below are examples of major companies in the Philippines who have shared their key initiatives and efforts in driving Gender Diversity and Inclusion in the workplace: <\/span><\/p>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\"><b>Aboitiz Equity Ventures Inc. <\/b>based<b> <\/b>on the Aboitiz Integrated Report (2022) \u2013 <\/span><\/p>\n<ul>\n<li>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\"><b>Awareness Building<\/b> &#8211; info sessions and feature stories for Women&#8217;s Month, Pride Month, etc. <\/span><\/p>\n<\/li>\n<li>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\"><b>Policy Development<\/b> &#8211; Anti-sexual Harassment Policy, Safe Space Act, Board Diversity Policy, Anti-discrimination Policy, which extends to suppliers and business partners<\/span><\/p>\n<\/li>\n<\/ul>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\"><b>Ayala Corporation <\/b>based on their Investor Relations Integrated Report (2022) \u2013 <\/span><\/p>\n<ul>\n<li>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\"><b>Equal Opportunities on Hiring and Promotion<\/b> \u2013 performance-based promotion criteria (achievements \/ merit and skills and competencies) <\/span><\/p>\n<\/li>\n<li>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\"><b>Equal Access to learning and career development<\/b> where average training hours are of same value between males (48.4 hours) and females (48.9 hours)<\/span><\/p>\n<\/li>\n<\/ul>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"color: #000000\"><b>Manila Electric Company (Meralco)<\/b><\/span> based on their Combined Annual and Sustainability Report (2022) \u2013 <\/span><\/p>\n<ul>\n<li>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\"><b>Diversity and Inclusion Policy<\/b> (&#8220;#Mbrace\u201d Program) &#8211; various initiatives such as training and scholarship to build pipeline of female electrical technicians. The objective is to increase women representation in a male-dominated industry to at least 40% by 2030 (from 23% in 2023, which in itself is already double the global energy sector average) <\/span><\/p>\n<\/li>\n<li>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\"><b>Grant or Financial support <\/b>(\u201cMPowHER\u201d Program) for aspiring women electrical technicians and electrical engineers in partnership with universities in Canlubang, Nueva Ecija and Los Banos. <\/span><\/p>\n<\/li>\n<\/ul>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\">There are a multitude of benefits in advocating for gender diversity and inclusion such as its correlation with the following <b>positive organizational outcomes<\/b>: <\/span><\/p>\n<ul>\n<li>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\"><b>Enhanced performance and innovation<\/b> \u2013 different perspectives and ways of thinking lead to better problem-solving and more effective decision-making<\/span><\/p>\n<\/li>\n<li>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\"><b>Improved corporate culture and organization resilience<\/b> \u2013 well-prepared for evolving standards and guidelines around Diversity and Inclusion <\/span><\/p>\n<\/li>\n<li>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\"><b>Higher level of employee engagement and psychological safety<\/b> \u2013 cultivating a positive and supportive work environment by embracing the each one\u2019s unique contribution drives motivation and retention<\/span><\/p>\n<\/li>\n<\/ul>\n<p><span style=\"font-family: georgia, palatino, serif\">Research shows that diverse teams \/ workforce, composed of people from various backgrounds and experiences, make better decisions, innovate, and solve problems more effectively. Companies that embrace diversity and inclusion are better in adapting to changing demographics and societal expectations, ensuring their relevance and sustainability, and are better positioned for long-term success.<\/span><\/p>\n<p style=\"text-align: center\"><span style=\"font-family: georgia, palatino, serif\">***<\/span><\/p>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"color: #000000\"><i><b>NRI Manila<\/b><\/i><\/span><span style=\"color: #000000\"><i>\u00a0supports companies in the area of Sustainability and ESG through our sustainability consulting services. We support companies in developing their sustainability strategies in terms of corporate culture, structure, assessment, and reporting to achieve a more sustainable future.<\/i><\/span><\/span><\/p>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\"><strong>About the Contributor<\/strong><\/span><\/p>\n<p style=\"text-align: center\" align=\"justify\"><span style=\"font-family: georgia, palatino, serif\"><img loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-69465 aligncenter\" src=\"https:\/\/primer.com.ph\/blog\/wp-content\/uploads\/sites\/14\/2023\/09\/Dianne-Cordova.jpg\" alt=\"\" width=\"248\" height=\"237\" \/><\/span><\/p>\n<p align=\"justify\"><span style=\"font-family: georgia, palatino, serif\">Diane is the Head of the HR Sector at Nomura Research Institute Singapore Pte. Ltd. Manila branch. She has over a decade of experience in Human Resources and Organization Development helping organizations in their organizational transformation journeys. She is also a recipient of the prestigious Australia Awards Scholarship, where she earned her master\u2019s degree in Human Resource Management and Industrial Relations from The University of Sydney. <\/span><\/p>\n<p><span style=\"font-family: georgia, palatino, serif\"><u><b>REFERENCES: <\/b><\/u><\/span><\/p>\n<p lang=\"en-PH\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: medium\"><i>2022 integrated report<\/i>. Ayala Land Investor Relations. (2023, May 31). https:\/\/ir.ayalaland.com.ph\/2022-integrated-report\/ <\/span><\/span><\/p>\n<p lang=\"en-PH\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: medium\"><i>2022 Meralco combined Annual and Sustainability Report<\/i>. Meralco. (n.d.). https:\/\/company.meralco.com.ph\/node\/10257 <\/span><\/span><\/p>\n<p lang=\"en-PH\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: medium\">Aboitiz Equity Ventures Inc. (2023, June 14). Aboitiz 2022 Annual Integrated Report. https:\/\/sustainability.aboitiz.com\/report\/ <\/span><\/span><\/p>\n<p lang=\"en-PH\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: medium\">Boden, S. (2020, November 17). <i>Start here: A primer on diversity and inclusion (part 1 of 2)<\/i>. Harvard Business Review (HBR). https:\/\/www.harvardbusiness.org\/start-here-a-primer-on-diversity-and-inclusion-part-1-of-2\/ <\/span><\/span><\/p>\n<p lang=\"en-PH\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: medium\"><i>Equality, diversity and inclusion in the workplace: Factsheets<\/i>. CIPD. (2022, November 1). https:\/\/www.cipd.org\/uk\/knowledge\/factsheets\/diversity-factsheet\/#Whatis <\/span><\/span><\/p>\n<p lang=\"en-PH\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: medium\"><i>Goal 5: Gender equality<\/i>. The Global Goals. (2023, April 18). https:\/\/www.globalgoals.org\/goals\/5-gender-equality\/ <\/span><\/span><\/p>\n<p lang=\"en-PH\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: medium\">San Miguel Corporation. (n.d.). https:\/\/www.sanmiguel.com.ph\/annual-reports<\/span><\/span><\/p>\n<p lang=\"en-PH\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: medium\"><i>Sustainability Reporting Guidelines for &#8211; SEC<\/i>. Securities and Exchange Commission. (2019, February 15). https:\/\/www.sec.gov.ph\/wp-content\/uploads\/2019\/10\/2019MCNo04.pdf <\/span><\/span><\/p>\n<p lang=\"en-PH\"><span style=\"font-family: georgia, palatino, serif\"><span style=\"font-size: medium\">United Nations Development Programme. (2021, March 2). <i>Gender diversity and inclusion for a Fair Business Environment: United Nations Development Programme<\/i>. Gender Diversity and Inclusion for a Fair Business Environment. https:\/\/www.undp.org\/publications\/gender-diversity-and-inclusion-fair-business-environment <\/span><\/span><\/p>\n<p lang=\"en-PH\"><span style=\"font-family: Times New Roman, serif\"><span style=\"font-size: medium\"><span style=\"font-family: georgia, palatino, serif\">Wikimedia Foundation. (2023, June 17). <i>Gender development index<\/i><\/span><span style=\"font-family: Calibri, serif\"><span style=\"font-family: georgia, palatino, serif\">. Wikipedia. https:\/\/en.wikipedia.org\/wiki\/Gender_Development_Index<\/span> <\/span><\/span><\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>This article will focus on DEIB, particularly gender diversity and inclusion and what companies are doing in this area to reap the benefits of a dynamic, diverse, and inclusive workplace.<\/p>\n","protected":false},"author":3,"featured_media":69501,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[95,16139],"tags":[16096,16097,15675,16098,6492],"class_list":["post-69498","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-feature-story","category-nri","tag-diversity","tag-inclusion","tag-nri","tag-philippine-companies","tag-sustainability"],"acf":[],"jetpack_featured_media_url":"https:\/\/primer.com.ph\/blog\/wp-content\/uploads\/sites\/14\/2023\/09\/pexels-yan-krukau-7691730.jpg","_links":{"self":[{"href":"https:\/\/primer.com.ph\/blog\/wp-json\/wp\/v2\/posts\/69498","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/primer.com.ph\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/primer.com.ph\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/primer.com.ph\/blog\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/primer.com.ph\/blog\/wp-json\/wp\/v2\/comments?post=69498"}],"version-history":[{"count":3,"href":"https:\/\/primer.com.ph\/blog\/wp-json\/wp\/v2\/posts\/69498\/revisions"}],"predecessor-version":[{"id":69502,"href":"https:\/\/primer.com.ph\/blog\/wp-json\/wp\/v2\/posts\/69498\/revisions\/69502"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/primer.com.ph\/blog\/wp-json\/wp\/v2\/media\/69501"}],"wp:attachment":[{"href":"https:\/\/primer.com.ph\/blog\/wp-json\/wp\/v2\/media?parent=69498"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/primer.com.ph\/blog\/wp-json\/wp\/v2\/categories?post=69498"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/primer.com.ph\/blog\/wp-json\/wp\/v2\/tags?post=69498"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}