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*Translations are unofficial and provided by Google translate
Penghargaan UN Women 2020 Asia-Pacific WEPs:
Temui Pemenang Regional
PHILIPPINES
Kami sangat senang mengumumkan pemenang Penghargaan WEPs UN Women 2020 Asia-Pasifik Asia-Pasifik yang pertama kalinya!
Selamat kepada semua pemenang yang telah berkomitmen untuk memajukan kesetaraan gender dan pemberdayaan ekonomi perempuan. Para juara gender dari berbagai negara, sektor, dan bidang ini masing-masing diakui atas Komitmen Kepemimpinan, Kepemimpinan Pemuda, Tempat Kerja yang Inklusif Gender, Pasar Responsif Gender, Keterlibatan Komunitas dan Industri, dan Aksi COVID-19 mereka yang luar biasa.
Pemenang
Lynette V. Ortiz
Standard Chartered Bank
Standard Chartered Bank's commitment is to create an inclusive workplace where everyone, regardless of gender, can thrive. Through Lynette Ortiz’s leadership, SCB is the only company in the Philippines that offers 5 months fully paid maternity leave, 2-week paternity leave and 2-week adoption leave, as well as benefits for single parents and those with domestic partners.
Even before the pandemic, the bank has already been offering a flexible working program to allow its employees to attend to their work and personal commitments responsibly. As the bank evolves to new normal, Ortiz leads the implementation of its permanent hybrid working model which will combine remote and office-based working with the objective to redesign jobs during and post pandemic.
Standard Chartered Bank's commitment is to create an inclusive workplace where everyone, regardless of gender, can thrive. Through Lynette Ortiz’s leadership, SCB is the only company in the Philippines that offers 5 months fully paid maternity leave, 2-week paternity leave and 2-week adoption leave, as well as benefits for single parents and those with domestic partners.
Even before the pandemic, the bank has already been offering a flexible working program to allow its employees to attend to their work and personal commitments responsibly. As the bank evolves to new normal, Ortiz leads the implementation of its permanent hybrid working model which will combine remote and office-based working with the objective to redesign jobs during and post pandemic.
Cherrie De Erit Atilano
Founding Farmer, CEO and President, AGREA
Cherrie Atilano is the Founding Farmer, President, and CEO of AGREA. She is also the Philippines Ambassadress on Food Security. Through Agrea, she integrated an intentional policy to include more women and youth in their Farm Schools. She developed modules to be more gender-sensitive by highlighting soft skills. In 2 years, AGREA and partners have increased women and youth inclusion from 50% in 2018 to 64% in 2020. As to date, they have a total of 1200 Farm School Graduates, of which 60% are women and youth. They continue to be more inclusive and are working on Siargao to be the first women-led agriculture island in the Philippines.
Cherrie Atilano is the Founding Farmer, President, and CEO of AGREA. She is also the Philippines Ambassadress on Food Security. Through Agrea, she integrated an intentional policy to include more women and youth in their Farm Schools. She developed modules to be more gender-sensitive by highlighting soft skills. In 2 years, AGREA and partners have increased women and youth inclusion from 50% in 2018 to 64% in 2020. As to date, they have a total of 1200 Farm School Graduates, of which 60% are women and youth. They continue to be more inclusive and are working on Siargao to be the first women-led agriculture island in the Philippines.
Procter and Gamble Philippines
P&G commits to create a more equal world with equal voice and equal representation for all. Their ‘We See Equal Program’ Launches Industry-leading, Inclusive and Equitable Policies, Programs and Practices that protects all employees from all types of bias based on gender identity, sexual orientation, culture, and background.
P&G believes that caring for home and family has no gender. That’s why they established a global paid parental leave of 8 weeks– Share the Care so ALL P&G parents have an equal opportunity to care for and bond with new children. It is beyond the standard 7 days mandated by the Philippine law.
P&G believes that caring for home and family has no gender. That’s why they established a global paid parental leave of 8 weeks– Share the Care so ALL P&G parents have an equal opportunity to care for and bond with new children. It is beyond the standard 7 days mandated by the Philippine law.
BAYO Manila Inc
Bayo is a fashion wear company. It derives inspiration from women in the product they create. It is inherent in their culture to advocate for women empowerment in their company and across their value chain. 90% of their vendors are operated and owned by women. The weaving communities that Bayo has collaborated with are 100% women. In order for Bayo to also be more sustainable, they transitioned to a zero-waste business model that also preserves cultural traditions through their Journey to Zero Initiative. The initiative encompasses different projects that provide opportunities and livelihood for Filipino women to be portable in handweaving and farming.
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Shell companies in the Philippines
Shell promote diversity and female participation in STEM subjects by supporting STEM programmes in schools and through their flagship programme NXplorers. With Pilipinas Shell Foundation, Inc. (PSFI), they also strive to empower women through livelihood and entrepreneurship opportunities. The Foundation responds to the needs of host communities which highlight the need to close the employment gap between men and women. PSFI assisted with learning opportunities in business financial literacy and values. The Shell LiveWIRE program – the flagship enterprise development program of Shell global, with the vision of strengthening local economies – adopted the SIBBAP garments production program in 2020. The products were marketed and sold at Shell stations nationwide and procured as giveaways by the different Shell departments.
Philippine National Bank
PNB commits to provide a safe and secure work environment for employees as well as uphold an inclusive and gender-balanced workforce.
PNB includes gender data in their annual Sustainability Reporting since 2018. They believe that it reflects the level of support and commitment a company has for gender equality. In PNB, women make up 25% of PNB’s board, 66% of their total workforce, and 60% of their managers. The Bank has also expanded their report by adding diversity and inclusion activities and initiatives. From 2018 to 2020, five complaints in relation to sexual harassment have been filed, four (80%) of which have been resolved within the given period.
PNB includes gender data in their annual Sustainability Reporting since 2018. They believe that it reflects the level of support and commitment a company has for gender equality. In PNB, women make up 25% of PNB’s board, 66% of their total workforce, and 60% of their managers. The Bank has also expanded their report by adding diversity and inclusion activities and initiatives. From 2018 to 2020, five complaints in relation to sexual harassment have been filed, four (80%) of which have been resolved within the given period.
Edukasyon.ph
Edukasyon.ph is an online youth platform in the Philippines empowering millions of students aged 13 to 23 to make self-aware education decisions. Yaring Pinay is one of their initiatives with Investing in Women, which aims to promote women and men’s participation in non-traditional technical-vocational education, training,(TVET) and employment. They also had a qualitative study that further proves there is a need to address TVET educational system’s gender exclusion towards women. For this to change, they create toolkits, provide training sessions and build partnerships in raising awareness how gender norms impact recruitment and occupational segregation in TVET schools and companies. Edukasyon Ph aspires to create an increased gender-responsive TVET sector that will facilitate equal economic opportunities.
Runner Up Pertama
Nina D. Aguas
The Insular Life Assurance Company, Ltd.
Nina D. Aguas, Insular Life’s Executive Chairperson, is a business leader with over 30 years in retail, wealth, investments, and private banking. She drives the biggest and largest Philippine life insurance company on being ahead of the curve, as well as keeping up with the evolving market. She continues to break the glass ceiling as Nina is also the sponsor of the women empowerment program called the InLife Sheroes Program – a movement that aims to enrich the lives of 1 million young women professionals and entrepreneurs. Women in the next three years. In just 2.5 years of
running the program, they have already made a difference in more than
3.3 million lives.
Nina D. Aguas, Insular Life’s Executive Chairperson, is a business leader with over 30 years in retail, wealth, investments, and private banking. She drives the biggest and largest Philippine life insurance company on being ahead of the curve, as well as keeping up with the evolving market. She continues to break the glass ceiling as Nina is also the sponsor of the women empowerment program called the InLife Sheroes Program – a movement that aims to enrich the lives of 1 million young women professionals and entrepreneurs. Women in the next three years. In just 2.5 years of
running the program, they have already made a difference in more than
3.3 million lives.
Abetina Valenzuela
Equilife Medical Equipment Supplies & Services Inc.
Abetina’s leadership within Equilife created a culture that gives equal opportunities regardless of gender. Today, 62% of those holding leadership roles (around 30 positions) in the company, 50% of the members of the engineering department (+20 headcount), and 61% of the entire company (around 150 headcounts) are female. She is a good example of the positive effects a woman CEO and founder can have in the organizations she leads.
Another good metric that the company is starting to look at is the output of its multiple training programs, both professional (Eg. Respiratory Therapists and Engineers) and vocational (Eg. Technicians).
After the programs, everyone that passed was either absorbed to become fully-edged biomedical technicians or were able to land employment elsewhere.
Abetina’s leadership within Equilife created a culture that gives equal opportunities regardless of gender. Today, 62% of those holding leadership roles (around 30 positions) in the company, 50% of the members of the engineering department (+20 headcount), and 61% of the entire company (around 150 headcounts) are female. She is a good example of the positive effects a woman CEO and founder can have in the organizations she leads.
Another good metric that the company is starting to look at is the output of its multiple training programs, both professional (Eg. Respiratory Therapists and Engineers) and vocational (Eg. Technicians).
After the programs, everyone that passed was either absorbed to become fully-edged biomedical technicians or were able to land employment elsewhere.
Nestle Philippines
Nestlé Philippines fosters an inclusive and diverse culture where all differences matter, enabling everyone to harness their full potential today and in the future. Nestlé promotes a workplace culture, environment, and leadership that provides equal opportunities for everyone to contribute,
grow, feel valued, and accepted regardless of age, gender, race, ethnicity, and ability. Inclusion efforts at Nestle are focused on four (4) pillars of diversity; Gender Balance, the Differently-abled, the LGBTQIA+ community, Race and Ethnicity, all underpinned by Nestlé Needs Youth. Bold Leadership, Empowering Culture, Enabling Practices, Diversity &
Inclusion Curriculum, Anti-harassment Training, Gender-neutral Parental Support Policy, Family-related Benefits, Equal Pay are the market-wide programs that drive gender balance and empowerment in Nestlé.
grow, feel valued, and accepted regardless of age, gender, race, ethnicity, and ability. Inclusion efforts at Nestle are focused on four (4) pillars of diversity; Gender Balance, the Differently-abled, the LGBTQIA+ community, Race and Ethnicity, all underpinned by Nestlé Needs Youth. Bold Leadership, Empowering Culture, Enabling Practices, Diversity &
Inclusion Curriculum, Anti-harassment Training, Gender-neutral Parental Support Policy, Family-related Benefits, Equal Pay are the market-wide programs that drive gender balance and empowerment in Nestlé.
Kultura Store Inc.
KULTURA, Uniquely Filipino. Kultura, is a specialty store launched by SM in 2004 to help create a mainstream market for uniquely Filipino merchandise made by of local artisans and indigenous communities, majority are women owned and operated. Behind every product is a story of community, support, identity and sustainability. Through Crafts for A Cause, SM Kultura was able to procure products from women and the marginalized sector and in turn, generated jobs and equal opportunities. Women prisoners, housewives and distressed youth were trained to become skilled artisans and created products for their groups. At present Kultura has 54 women led businesses and 283 MSME suppliers, majority of which are operated by women.
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Fujitsu Global Delivery Center Philippines
Fujitsu Global Delivery Center Philippines (PH GDC) made it their cause to encourage more women to pursue a career in tech partnering with schools so that the distinguished tech talents of the company will be able to impart their knowledge to high school students. These events are called Fujitsu Minarai Jr. Work Immersion and Women in Tech Career Talks. It received positive feedback from the schools, thus starting a fruitful relationship between the organizations.
They continuously make efforts in reaching out to women for a more gender-inclusive workplace in the near future through these programs: Witty Academy; Fujitsu Pinay-Maartech Communities; The Ikigai Pinay Women’s Network; Women in Tech Monitoring and Coaching; and Career Talks with Partner Schools.
They continuously make efforts in reaching out to women for a more gender-inclusive workplace in the near future through these programs: Witty Academy; Fujitsu Pinay-Maartech Communities; The Ikigai Pinay Women’s Network; Women in Tech Monitoring and Coaching; and Career Talks with Partner Schools.
Villgro Philippines
Villgro Philippines is an early - stage impact incubator. As an advocate of SDG 5, Villgro empowers women specifically through the We Rise platforms - Accelerator, Capital and Community in hopes to make the ecosystem more gender responsive and bridge the financing gap on women entrepreneurs. The WeRise Accelerator has supported 20 women entrepreneurs from diverse sectors. The businesses were affected by the pandemic, and each enterprise developed a resiliency strategy. WeRise helped enterprises create growth plans., build financial dashboards, develop branding strategies, and improve financial systems. It was able to raise PhP 25 million funding and secured a loss-guarantee fund of USD 250,000 to unlock further capital for women entrepreneurs.
2nd Runners Up
Rhoda Castro-Caliwara
Executive, Genesis Services Inc.
Rhoda Castro-Caliwara is the founder, and now, Chairman and President of Executive Genesis Services, Inc. (ExeGen). It is a service contracting agency with over 4,000 workers employed and deployed throughout the country. She is also president of the Philippine Association of Legitimate Service Contractors (PALSCON). In fact, she is the first and by far, the only multi-termed president of the organization. As PALSCON president, she fought for the total ban of contractualization on all forms in the country. She became the voice of the entire industry, representing all service contractors (PALSCON members or not). Bringing forward the truth about the indispensable role of the service contracting industry in the generation of employment, playing its
part in strengthening the national economy.
Rhoda Castro-Caliwara is the founder, and now, Chairman and President of Executive Genesis Services, Inc. (ExeGen). It is a service contracting agency with over 4,000 workers employed and deployed throughout the country. She is also president of the Philippine Association of Legitimate Service Contractors (PALSCON). In fact, she is the first and by far, the only multi-termed president of the organization. As PALSCON president, she fought for the total ban of contractualization on all forms in the country. She became the voice of the entire industry, representing all service contractors (PALSCON members or not). Bringing forward the truth about the indispensable role of the service contracting industry in the generation of employment, playing its
part in strengthening the national economy.
David King Pangan
InBestCap Ventures Holdings Inc.
Partnering and investing in Women and the Macquarie Foundation,
inBEST Ventures launched an initiative called Responsive Interventions Supporting Entrepreneurs (RISE) Fund. It aims to help women-owned/led businesses in the Philippines bounce back from the impact of the pandemic. To date, they invested in three women-owned/led businesses for their Strategic Financing, and established the Backward and Forward Financing (BFF) facility while launching the businesses’ portfolios.
The topline achievement of inBEST, 9 months into the initiative, is it has approved a total of USD 1M in investments, USD 15k in grants, and hundreds of hours in business, operations, and strategic advice. inBEST was able to provide job security to 230 employees, create a better traffic and safety infrastructure for our automotive expressways, and provide student loans to 400 college students.
Partnering and investing in Women and the Macquarie Foundation,
inBEST Ventures launched an initiative called Responsive Interventions Supporting Entrepreneurs (RISE) Fund. It aims to help women-owned/led businesses in the Philippines bounce back from the impact of the pandemic. To date, they invested in three women-owned/led businesses for their Strategic Financing, and established the Backward and Forward Financing (BFF) facility while launching the businesses’ portfolios.
The topline achievement of inBEST, 9 months into the initiative, is it has approved a total of USD 1M in investments, USD 15k in grants, and hundreds of hours in business, operations, and strategic advice. inBEST was able to provide job security to 230 employees, create a better traffic and safety infrastructure for our automotive expressways, and provide student loans to 400 college students.
Accenture Inc.
Accenture believes that the future workforce is an equal one. The company set bold goals to accelerate gender equality, as they continue to build on its progress. Striving to deliver business results while creating diverse and inclusive workplaces that positively impact its people and the communities where they live and work. To strengthen workplace inclusion, Accenture has placed a keen focus on achieving gender equality in the workplace by 2025. The company wants to have as many women working in the business as men to be integral contributors in every facet of the business.
Accenture’s annual research, “Getting to Equal,” has evolved to include the LGBTQIA+ and Persons with Disabilities. It aims to help all business entities in Accenture and impacts over 55,000 employees across all career levels.
Accenture’s annual research, “Getting to Equal,” has evolved to include the LGBTQIA+ and Persons with Disabilities. It aims to help all business entities in Accenture and impacts over 55,000 employees across all career levels.
BAYO Manila Inc.
Bayo is a fashion wear company. It derives inspiration from women in the product they create. It is inherent in their culture to advocate for women empowerment in their company and across their value chain. 90% of their vendors are operated and owned by women. The weaving communities that Bayo has collaborated with are 100% women. In order for Bayo to also be more sustainable, they transitioned to a zero-waste business model that also preserves cultural traditions through their Journey to Zero Initiative. The initiative encompasses different projects that provide opportunities and livelihood for Filipino women to be portable in handweaving and farming.
Joij Pantoja
CEO, Coffee for Peace
Since 2009, CEO Joij Pantoja of Coffee for Peace has been training women leaders who would have the same passion for the poor and the marginalized.
Through patience, tenacity, commitment and collaboration, Coffee for Peace have trained and mentored leaders which are mostly women. In their 12 years of experience with the farmers, they have developed 6 women leaders and 2 men who are ready to take on Coffee for Peace advocacy as part of their exit plan. They have sent two ladies to take on their Master Degree in Peace Studies and Social Entrepreneurship, 6 successful farmers who are also entrepreneurs, 3 communities that operate on their own as coffee businesses. The communities they also trained in 2013 are now the leading champions in the recent Philippine Coffee Quality Competition.
Since 2009, CEO Joij Pantoja of Coffee for Peace has been training women leaders who would have the same passion for the poor and the marginalized.
Through patience, tenacity, commitment and collaboration, Coffee for Peace have trained and mentored leaders which are mostly women. In their 12 years of experience with the farmers, they have developed 6 women leaders and 2 men who are ready to take on Coffee for Peace advocacy as part of their exit plan. They have sent two ladies to take on their Master Degree in Peace Studies and Social Entrepreneurship, 6 successful farmers who are also entrepreneurs, 3 communities that operate on their own as coffee businesses. The communities they also trained in 2013 are now the leading champions in the recent Philippine Coffee Quality Competition.
*The UN Women Asia-Pacific WEPs Awards represents recognition of exemplary company efforts for gender equality and is limited to a designated category and a specific location and time period. Awarded organizations, alongside their products and services, receiving awards are not endorsed or affiliated with UN Women or WeEmpowerAsia and being recognized as an Awardee does not constitute a partnership. Claims, statements, or endorsements made by awardees are solely those of the individual or organization and do not represent official policies or positions of UN Women.
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