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*Translations are unofficial and provided by Google translate
UN Women 2024 Asia-Pacific WEPs Awards:
Meet the National Winners
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PHILLIPINES
We are excited to announce the winners of the UN Women 2024 Asia-Pacific WEPs Awards!
Big congratulations to all the winners who have committed themselves to advancing gender equality and women's economic empowerment. These gender champions from different countries, sectors, and fields are acknowledged respectively for their outstanding Leadership Commitment, Youth Leadership, Gender-inclusive Workplace, Gender-responsive Marketplace, Community Engagement & Partnerships, and Transparency & Reporting
*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.
Winners
Schneider Electric Philippines
Schneider Electric's commitment to gender equality began with its participation in the HeForShe IMPACT 10x10x10 program by UN Women, followed by receiving the 2015 Leadership Award for advocating gender equality under the Women’s Empowerment Principles. Aligned with their IMPACT Values, the company focuses on creating an environment where everyone can thrive through inclusive and fair reward strategies. The Global Pay Equity initiative, part of Schneider Sustainability Essentials, has led to continuous improvements in the female pay gap. This initiative emphasizes strong leadership commitment, starting with a 2014 working group and expanding globally by 2015. Education and capacity-building have been key, with a focus on "equal pay for equal work" communicated through materials for managers and HR personnel. The local implementation of a consistent global methodology, automated analytics, and robust governance ensures ongoing reviews. Establishing a proactive strategy aims to prevent new pay disparities, ensuring unbiased pay decisions during hiring, promotions, and salary reviews, ultimately helping to eliminate biases and maintain fair pay practices.
Pru Life UK
Pru Life UK’s PRUHealth FamLove, launched in 2022, is a yearly renewable protection plan providing long-term coverage up to age 85 against critical illness, with a shareability feature for up to four family members. Recognizing the need for strong promotion, Pru Life UK partnered with Ben&Ben, a popular Filipino band, to represent the campaign, highlighting the band's diverse and inclusive nature. For distribution, Pru Life UK trained its 42,000 agents on the product's inclusive financial features.
Innovations include insuring up to four family members, covering modern families, simplifying product issuance with two underwriting questions, and pioneering the System and Organ Function Insurance in the Philippines. Challenges included adapting backend systems to handle multiple insureds per policy and encouraging agents to sell traditional yearly renewable term (YRT) insurance products. These were overcome through intensive training and collective effort. PRUHealth FamLove aims to boost financial inclusion and benefit underserved Filipino families and the broader economy.
Innovations include insuring up to four family members, covering modern families, simplifying product issuance with two underwriting questions, and pioneering the System and Organ Function Insurance in the Philippines. Challenges included adapting backend systems to handle multiple insureds per policy and encouraging agents to sell traditional yearly renewable term (YRT) insurance products. These were overcome through intensive training and collective effort. PRUHealth FamLove aims to boost financial inclusion and benefit underserved Filipino families and the broader economy.
HSBC Electronic Data Processing Philippines
HSBC’s value of "We value difference" guides the company to energize its staff by listening, removing barriers, and seeking their views. The company uses diversity data to understand and support one another, increasing representation accuracy through campaigns. The HSBC’s Snapshot survey gathers colleagues' work experience feedback, with leaders addressing common themes and sharing updates via "You Said, We Did" communications. HSBC’s initiatives have led to significant achievements, including recognition as one of HR Asia's Best Companies to Work for in Asia, and receiving awards for Digital Transformation, Top Employer, Best CSR Company, and D&I Company of the Year. Female employees now represent 63% of the workforce, and the PWD headcount has increased from 80 to 94. The Snapshot survey results show a 90% response rate and 84% employee engagement, with 82% believing in positive change. HSBC sustains its initiatives through annual Snapshot Surveys and by renewing workstream sponsors and members, encouraging diverse perspectives to better support our colleagues.
Ireen Catane, Schneider Electric Philippines
Ireen Catane, Country President of Schneider Electric Philippines since 2022, is the first woman and first local to hold this role. With extensive leadership experience in the technology and electronics industry, she drives diversity, equity, and inclusion. Ireen champions initiatives like the Global Pay Equity program and launched the Women with Impact Mentoring Session, empowering female employees to advance their careers through direct mentorship. Under her leadership, the company has exceeded its global targets for female representation, with women comprising 49% of leaders and 45% of employees. Beyond Schneider, she is an active member of the Filipina CEO Circle, where she mentors and inspires future female leaders. In less than three years, Ireen has fostered a workplace culture that values respect, empowerment, and inclusivity, influencing recruitment, talent development, and overall organizational practices.
Manila Water
Manila Water established the Manila Water Foundation (MWF) in 2005 to deliver shared value projects for vulnerable sectors beyond the NCR-East Zone. The Integrated WASH (Water Access, Sanitation, and Hygiene) Program provides tailored interventions to enhance water and sanitation infrastructure, strengthen management knowledge, and champion UN SDG 6 (Clean Water and Sanitation for All). It also supports UN SDG 5 (Gender Equality) by promoting the active involvement of community leaders, especially women, in water system management and policy development.
MWF focuses on rural and geographically isolated areas lacking proper water and sanitation services. The program engages in partnerships with local government units, water districts, and community groups to consolidate resources. Technical volunteers from Manila Water provide infrastructure and knowledge interventions, with subject matter experts offering mentorship and training in water resource development, treatment systems, quality standards, and infrastructure design, enhancing community resiliency and improving health and productivity.
Villgro Philippines
Villgro Philippines’s Impact Pioneers Network (IPN) connects local capital with enterprises using blended financing tools and a gender-equality focus to address a fragmented ecosystem. Through a deal share platform, learning sessions, and knowledge products, IPN educates investors and entrepreneurs, facilitating capital access for early-stage enterprises, particularly women entrepreneurs. The network is the first investor, preparing enterprises for larger institutional funding. Achievements include building a network of impact investors and support organizations and identifying technical service providers. The Deal Share Digital Platform enhances transparency and attracts investors. With USAID's support, IPN launched a Working Capital Facility offering collateral-free loans backed by a Catalytic Loss Guarantee Fund (CLGF). Around $200K of the $250K fund has been deployed, with plans to leverage it 4x by 2025. Key lending partners include NWTF, FSSI, PEH, xchange, InBest Ventures Inc, Two Tiger Holdings Corp., and Ignite Impact Fund, providing affordable and flexible loan terms to support women-led enterprises.
The Spark Project
The Spark Her Enterprise (SHE) Program, part of the Gender Investment and Innovation Program by the Sasakawa Peace Foundation, was launched to empower women-led entrepreneurs through specialized training, development, and networking. Established in 2023, it introduced the SHE Accelerator and SHE Leadership programs. The Accelerator focused on funding strategies and leveraging technologies like crowdfunding, while the Leadership program provided coaching to foster positive mindsets and well-being among women founders. In 2024, these programs merged into the SHE Fellowship, offering a holistic approach to developing high-potential women entrepreneurs by combining leadership and entrepreneurial training. The fellowship targets women entrepreneurs and founders of socially conscious enterprises in the Philippines, with each cohort comprising 10 women from diverse industries. Key components include Positive Intelligence coaching, entrepreneurship modules, the "Why SHE Works" podcast, and the SHE Showcase Event at Spark Fest, facilitating networking and partnership opportunities. The SHE Fellowship aims to close the gender gap in entrepreneurship and build a community of empowered women leaders.
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1st Runners Up
J.V. Emmanuel “Jocot” de Dios, Manila Water
Manila Water Company (MWC) aims to be a global leader in sustainable water and wastewater management, guided by a Sustainability Framework focused on three pillars: Protecting the Environment, Helping Communities Thrive, and Building a Culture of Care and Trust. Through robust operations and CSR programs supporting UN SDGs, MWC provides clean water and sanitation, enhancing maternal and child health and enabling women and girls to pursue education and income-generating activities. Recognizing the need to strengthen its DEI efforts, CEO J.V. Emmanuel "Jocot" de Dios signed MWC’s DEI Policy in 2023, promoting gender equality and inclusion. This commitment was reinforced through enhanced employee benefits, communication campaigns, and themed events. MWC partnered with the MWSS-RO to advance Gender and Development (GAD), earning recognition for gender mainstreaming. In 2024, MWC, through the Manila Water Foundation, will host the “Women Champions in the Water Sector” fellowship program, highlighting its continued dedication to DEI and community engagement.
Teleperformance Philippines
Teleperformance Philippines has implemented programs focusing on increasing opportunities for women, especially from underserved communities, raising awareness on women's rights, empowering women employees as champions of diversity, equity, and inclusion, and increasing women in leadership roles. Key initiatives include the Cloud Campus remote work solution and the TP Women employee resource group. Cloud Campus, awarded best in Asia and the world in 2023, provides flexible remote work options and job opportunities outside city centers, with 60% of staff at Cloud Campus hubs being women. Partnerships with local governments and nonprofits, such as the TP STEP program and Life Project 4 Youth Alliance, support underprivileged women and youths. TP Women has organized 13 events, engaging 300 women, complemented by a DE&I Roadshow. The high completion rates of DE&I modules (up to 66%) indicate strong employee engagement. These initiatives highlight the importance of a comprehensive approach to gender equality and inclusivity.
Manila Electric Company (Meralco)
In 2019, Meralco launched its sustainability agenda, #PoweringTheGoodLife, focusing on the UN SDGs with four pillars: Power, Planet, People, and Prosperity. The People pillar aims to nurture internal sustainability and ensure employee well-being in a safe, inclusive workplace. With a predominantly male workforce, female representation was 20% in 2020, below the ILO’s critical mass of 30%. Recognizing the value of women’s contributions, Meralco established the #Mbrace Diversity & Inclusion (D&I) program to increase female representation to 30% by 2030 and empower all employees, including women, LGBTQIA+ individuals, and persons with disabilities. Aligned with SDGs 5 and 10 and the UN Global Compact's Principle 6, #Mbrace strives to eliminate employment discrimination. A cross-functional team oversees embedding the Women’s Empowerment Principles into company strategy and operations, positioning Meralco as a gender inclusivity leader in the Philippines and the global power sector.
Fujitsu Global Delivery Center Philippines
Following the creation of a Diversity Office in Fujitsu Japan, a governance structure was established in Fujitsu GDC Philippines. A Responsible Business Head leads regular meetings to track Key Performance Indicators (KPIs) and progress on diversity activities. Annually, a program of work with KPIs is agreed upon by stakeholders and cascaded to GDC offices. Data gathering and consolidation are managed at different levels within the company, with insights shared through regular meetings and published in annual Responsible Business reports. Data collected includes metrics on women in leadership, gender pay gaps, representation in STEM roles, training statistics from the Women in Tech Program, community outreach beneficiaries, and marketing efforts targeted at women. Employee feedback is crucial for assessing the program's strengths and weaknesses. Reports are published on various channels, and the company shares best practices through community forums and interviews, promoting gender equality and diversity initiatives widely.
PDP + Architecture
PDP Architecture has made significant strides in promoting gender equality and community engagement. Partnering with local NGOs, the firm initiated over 15 outreach programs, benefiting over 200 women in career development. Internally, the percentage of women in leadership roles increased from 20% in 2018 to 40%, aligning with gender equality goals. Success is measured using sex-disaggregated data, tracking leadership participation, female employment growth, and community program impacts. Metrics reveal a 15% annual increase in positive feedback on inclusivity and workplace support from female employees. Looking forward, PDP Architecture aims to double women-focused initiatives by 2026, expand partnerships to 10 more regions, and invest in technology for better tracking and reporting. A dedicated gender equality task force will provide ongoing training and mentorship. These efforts will be embedded into the company's core values, ensuring long-term commitment to gender equality and women’s empowerment both internally and externally.
UBX Philippines
UBX empowers Filipina entrepreneurs through its financial technology platform, particularly via SeekCap, a lending marketplace that connects women entrepreneurs with lenders across the Philippines, easing access to financing. UBX also organizes educational programs within WomenBiz, covering business planning, marketing, and financial management. Key initiatives include the EntrePinay Success Series and the SheTrades workshop, promoting export readiness and providing loans.
UBX hosts events like All I Want for Christmas: Business Edition to foster community among women-owned businesses. Partnering with Kabalikat Para Sa Maunlad Na Buhay, Inc. (KMBI), UBX addresses challenges faced by geographically dispersed women micro-entrepreneurs. Through BUx's payment link feature, KMBI clients can conveniently pay loans from home, eliminating travel costs and risks.
The UBX-KMBI partnership received the Digital Champions award during the 1st Digital Financial Inclusion Awards, highlighting their effective digital solutions for financial inclusion.
EdukSine
Since its inception in 2022, EdukSine has conducted over 500 block screenings globally, featuring over 100 films focused on women’s empowerment, anti-VAWC, and gender equality. These films have driven sales and partnerships, contributing to the livelihoods of filmmakers, marketers, and student volunteers. EdukSine supports over 20 student volunteers with allowances and job placements, fostering education and career development. Key achievements include partnerships with filmmakers, the Gawad Alamat ng Sine Filipino to honor cinematic legends, and measuring success through the number of films shown, audience engagement, and feedback. The upcoming launch of EdukSine USA and plans to produce the first documentary under EdukSine Originals highlight its growth and impact. Programs like Sine Masa and Cine Kabundukan bridge the gap between filmmakers and audiences, fostering dialogue on gender and social issues. EdukSine's participation in the ECOSOC Youth Forum at the UN underscores its global role in advocating for gender equality through film.
2nd Runners Up
Ruth Owen, Upgrade Energy Philippines
Ruth Owen actively promotes women empowerment through various initiatives at UGEP, focusing on increasing women's representation in renewable energy, capacitating women in artificial intelligence, and supporting human capital development through a food subsidy program in Mindanao. Under her guidance, UGEP integrates environmental, social, and governance (ESG) considerations into its core operations, emphasizing gender inclusivity and social responsibility. Ruth mentors and inspires the next generation by advocating for women's inclusivity in her talks and encouraging women engineers in hiring processes. UGEP implements health and wellness measures like weekly steps challenges, fruit consumption, regular sports activities, and breathing exercises. Ruth and her team consistently design programs for women empowerment, such as the "Women in STEM Program," which aims to capacitate local women in renewable energy jobs at UGEP project sites, enabling them to teach women in their community and enhance their livelihood opportunities.
HSBC Electronic Data Processing Philippines
HSBC aims to open up a world of opportunity, with a diverse workforce spanning different regions, backgrounds, and cultures. Post-pandemic, HSBC has focused on building an inclusive workplace for its 4,800+ employees in GSC Philippines, consisting of 40% parents and 14% base carers. HSBC aims to create an environment where colleagues are valued, respected, and supported. Initiatives to improve work, learning, and growth include various committees: 1) Future of Work Committee: Oversees hybrid working principles for flexibility and teamwork; 2) Diversity & Inclusion Employee Resource Groups: Promote acceptance and impact across diverse identities; 3) Well-being & Engagement Workstreams: Provide resources for mental, social, financial, and physical wellbeing; 4) Health & Safety Committee: Ensures workplace wellbeing and safety; 5) Future Talent Workstream: Offers learning and development opportunities; and 6) Snapshot Committee: Addresses colleague sentiments from the annual Snapshot survey. These initiatives ensure sustained inclusive practices and support for employees' professional and personal growth.
Concentrix Philippines
Concentrix's commitment to fostering a gender-inclusive workplace is integral to its culture. With over 100,000 employees, the company supports their well-being through consistent DEI efforts. In 2023, Concentrix launched its flagship DEI program, EveryONE Concentrix, to ensure equitable access and address systemic barriers. The holistic approach includes several Game-changer Resource Groups: 1) Network of Women (NOW): Empowers women and promotes gender equity through resources, events, and leader discussions; 2) ColOURS: Official PRIDE organization celebrating diversity and raising funds for chosen beneficiaries; 3) Ability: Supports PWD staff and allies, raising awareness and promoting growth through webinars and benefit concerts; and 4) Dynamic: Focuses on neurodiversity, raising awareness of conditions and strengths. EveryONE Concentrix enhances audience appreciation and engagement, ensuring inclusivity and empowering employees to thrive both personally and professionally.
SM Investments Corporation
Under Lizanne Uychaco’s leadership, SM has made significant strides in advancing gender equality and inclusivity. Her guidance was crucial in implementing key policies such as the Equal Opportunity Policy and the Anti-Discrimination and Harassment Policy. Women constitute 63% of SM Group’s workforce, with 58% holding senior management positions, and board representation includes 33% women at SMIC and 12.5% at SM Prime. SM's facilities have been enhanced for inclusivity, featuring gender-neutral washrooms, non-denominational meditation rooms, breastfeeding rooms, and amenities for ease of mobility. These efforts are further validated by the NEO group’s WELL-Equity rating, highlighting the company’s commitment to an equitable and inclusive workplace.
Fujitsu Global Delivery Center Philippines
Fujitsu’s corporate philosophy, "The Fujitsu Way," emphasizes making the world more sustainable through innovation. Committed to the UN SDGs and UN Women’s Empowerment Principles, Fujitsu Global Delivery Center Philippines focuses on education and gender equality. For years, the center has supported partner schools and organizations to positively impact communities and prevent child abandonment or abuse. Since 2018 in Cebu and 2021 in Manila, partnerships with SOS Children’s Village have enabled Fujitsu GDC Philippines to fund family care programs and facilities. SOS Children’s Villages provide family-like care for children without parental care, offering support until they are ready for independent living. The Family Strengthening Program (FSP) aids struggling families with counseling, skills training, and community-based initiatives to foster self-reliance.
Mynt (GCash)
In August 2023, GCash launched the Borrow for Tomorrow program with Fuse as its lending arm, offering GLoan, GGives, and GCredit (powered by CIMB Bank), along with Sakto Loan products for smaller loan amounts. These initiatives aim to provide fair, easy, and inclusive loan options for Filipinos. GCredit, transitioned to CIMB in March 2021, offers revolving credit lines to underserved Filipinos, especially those without credit cards, and supports women using credit as start-up capital for home businesses. The team conducted in-depth interviews and focus group discussions to understand Filipino women's financial challenges. Key actions included using GScore, which considers user activity within the GCash app, requiring no documents or collateral, and offering zero waiting time for loan approval. The team also underwent Diversity, Equity, and Inclusion training to ensure fair and equitable implementation of the program, addressing biases and stigmas around loans.
*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.
What are the WEPs?
2020 Awardees
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