Social Initiatives

[GRI 403-1, 403-2, 403-5, 403-6, 403-8, 403-9, 403-10 (2018)] At AboitizPower (AP), we are committed to providing a safe and healthy work environment for our team members and partners. We fulfill this commitment by identifying hazards associated with our operations, processes, and workspaces; assessing the risks; and implementing measures to address them. To deliver on our mission, safety remains a top priority and a shared responsibility. Read our Occupational Safety and Health Policy.

With safety in mind, we continuously enhance our occupational safety and health practices by equipping our people and partners with the necessary knowledge and skills through training and workshops. We also provide tools and implement measures to further eliminate our occupational safety and health risks and hazards. AboitizPower takes pride in its consistent, year-on-year reduction of the Total Recordable Incident Rate (TRIR), which is one of the key measures of our safety performance.

The scope of the company’s OSH management includes the activities of both organic and contracted personnel. Contractors are covered by AP’s “prevailing influence.” Prevailing Influence exists when contractor employees are required to adhere to safety rules and regulations established by the company or to use its prescribed methods, processes, or other techniques. A reportable contractor is one whose activities fall under AP’s prevailing influence regarding safety and health management practices.

In 2024, the company accounts for the Lost Time Injury Frequency Rate (LTIFR) and TRIR performance of its 4,515 organic employees and 9,025 contractors (see notes on transparency, third bullet). The company's Health & Safety Committee has 711 team members, and each operational site has at least one Health and Safety representative.

A total of 2,447 organic employees have completed the 8-hour Mandatory Occupational Safety and Health (OSH) Training for Workers in 2024. This training is required by the Department of Labor and Employment under Republic Act No. 11058: An Act Strengthening Compliance with Occupational Safety and Health Standards and Providing Penalties. Furthermore, as part of its ISO 45001 Occupational Health & Safety Certification and ISO 14001 Environmental Management Systems Certification, the company ensures that all employees across business units receive adequate training and knowledge.

Safety in Numbers

OSH Initiatives

OSH notes for data transparency

• Terms and calculations:
  • Total Recordable Incident Rate (TRIR)
    • TRIR = (Fatality+LTI+RWC+MTC)*1,000,000)/Man-hours worked
    • Lost Time Incidents (LTI) –. A work-related injury or illness that results in the inability of the injured employee to report to work and perform his or her normal job functions. An LTI is when the employee was not able to perform any regular job, restricted work, or report for work on any day after the injury was received.
    • Restricted Work Case (RWC)
    • Medical Treatment Case (MTC)
  • Lost Time Injury Frequency Rate (LTIFR)
    • LTIFR = (Lost Time Incidents *1,000,000)/Total Manhours
      
• Health and safety data account for 100% of all our operationally controlled units. In establishing these rates, performance data were consolidated from the corporate office, as well as AP’s operationally controlled generation and distribution units.
  

Generation units included in the report are the following: AP Renewables, Inc, San Carlos Sun Power, Inc., Luzon Hydro Corp., Hedcor, Inc., Hedcor Sibulan, Inc., Hedcor, Tudaya, Inc., Hedcor Sabangan, Inc., Hedcor Bukidnon, Inc., Therma Marine, Inc., Therma Mobile, Inc., Therma South, Inc., East Asia Utilities Corporation, Cebu Private Power Corporation,  PV Sinag Power Inc., SN Aboitiz Power Magat, Inc., SN Aboitiz Power Benguet, Inc., Therma Power Visayas, Inc., Therma Visayas, Inc, GN Power Dinginin, GN Power Mariveles, Pagbilao Energy Corporation.

Distribution utilities included in the report are the following: Visayan Electric Company, Inc., Davao Light and Power Company, Inc., Cotabato Light and Power Company, Subic EnerZone Corporation, Balamban EnerZone Corporation, Mactan EnerZone Corporation, LiMA EnerZone Corporation, and Malvar EnerZone Corporation.

AboitizPower recognizes that our talent pool is fundamental to its success. A strategic and professional approach to talent management enables us to attract, develop, optimize, and retain key talent, thereby allowing us to fulfill our strategic goals that align with our core values. We are committed to ensuring that talent management is conducted in a professional, systematic, efficient, and effective manner, promoting equality of opportunity.

AboitizPower’s Talent Management aims to ensure the availability of talents with competencies needed to deliver and support the Company’s present and long-term strategic objectives aligned with its core values.  

The following core principles of Talent Management are adopted in AboitizPower:

• Merit-Based. All aspects of Talent Management, from hiring, learning and development, growth and advancement, performance management, and rewards and recognition shall be based on merit using impartial criteria and conducted fairly, systematically, efficiently, and effectively.
• Non-Discrimination and Equal Opportunity. The Company shall retain, develop, and advance talents and continuously implement the Talent Management Program, which shall encourage and allow participation of all qualified talents regardless of age, sexual orientation, gender identity, disability, social status, political opinion, religion, nationality, marital or parental status (including pregnancy), ethnicity or other status protected by law.
• Inclusion and Diversity. The Company shall encourage and proactively support the development of talents from diverse backgrounds. Moreover, the Company shall endeavor to create a workplace that adequately promotes diversity within teams and inclusivity in developing Talents across all business units.
• Development and Enhancement. The Company shall support and encourage the development of HR practitioners and Talent Managers to ensure they can design programs and processes that build a winning culture and act as change facilitators, motivating talents and promoting a highly engaged workforce in a dynamic and evolving business environment.
• Innovation and Agile Talent Management. HR practitioners and Talent Managers shall continuously develop and innovate ideas through new technologies, data analytics, or improved processes to address talent risks and sustain an agile workforce. 

Talent Attraction, Communications, and Engagement

At AboitizPower, our Talent Attraction, Communications, and Engagement (TACE) team plays a crucial role in advancing our purpose of transforming energy for a better world. With an integrated scope covering employer branding, talent acquisition, onboarding, internal communications, and engagement, we are uniquely positioned to deliver a holistic, end-to-end talent experience that supports both our people and our business outcomes.

Our primary goal remains clear: to attract, acquire, and engage the talents needed to drive business results. By aligning workforce needs with strategic priorities and amplifying our employer brand, we help build a strong human capital foundation that powers our transformation journey and long-term success.
We proactively anticipate and support the business's talent needs—both current and future—to effectively meet demand and ensure alignment with AboitizPower’s long-term strategic goals. Our primary goal remains clear: to attract, acquire, and engage the talents needed to drive business results. By aligning workforce requirements with business priorities and amplifying our employer brand, we strengthen our human capital foundation, contribute meaningfully to the success of our transformation journey, and fulfill our purpose.

The Talent Experience Journey guides how we engage talent at every stage—from awareness to advocacy. We generate interest and guide potential candidates through a seamless path of consideration, desire, application, selection, and hiring. Our commitment to delivering an exceptional talent experience ensures that every interaction—from first impression to onboarding—is anchored in our purpose and culture.

A foundational element of building human capital is strengthening our ability to attract the right talent through a strong, relevant, and authentic employer brand. Our employer brand campaign, #POWERyourFuture, remains central to this effort, elevating AboitizPower’s profile as an employer of choice in the power and energy sector. We’ve significantly increased digital engagement and deepened our connection with priority talent segments through this and other targeted initiatives.

Our Discover AboitizPower onboarding program immerses new team members into our purpose, values, and business, setting the foundation for long-term engagement and success. We transform the new hire program into an inspiring, people-centered journey by providing consistent support, equipping employees with the right tools, and fostering an environment that cultivates their full potential. We also offer tailored onboarding for international hires to support their seamless integration into the organization, the country, and the local culture.

Internally, we foster meaningful engagement by placing our people and culture at the heart of every initiative. Our internal communications foster a proactive and harmonious dialogue culture, promoting a sense of belonging, enhancing transparency, and aligning teams across the organization. This ensures every team member feels valued, heard, and connected to our shared purpose. At the core of employee engagement, we design and drive initiatives that connect, inspire, and empower team members. Beyond communications, we implement programs that build a dynamic and inclusive workplace—integrating recognition, wellness, DEIB (Diversity, Equity, Inclusion, and Belonging), and engaging activities that reinforce motivation, amplify engagement, and support productivity, collaboration, and long-term retention.

We also prioritize our employees as an integral part of our triple-bottom-line approach. We are committed to implementing fair and beneficial business practices that ensure our team members feel valued and supported. We measure the degree to which our employees feel valued in our company through the Gallup Employee Engagement Survey (The survey provided to employees includes items related to overall satisfaction, internal purpose and motivation, employee well-being, happiness, and stress level.) 

Ultimately, by empowering our team members as brand ambassadors, we foster a culture of pride, purpose, and advocacy, thereby completing the Talent Experience Journey and ensuring that our people are not just employees but champions of our brand and mission.

Working Hours 

AboitizPower ensures strict compliance with Philippine labor laws on working hours, salary, and compensation. Employees are encouraged to accomplish their work assignments within their regular working hours. However, when necessary due to the nature of the job, employees may be required to work overtime. In such cases, the total number of working hours—regular hours plus overtime—shall not exceed 16 hours per day.

The Company offers flexible work arrangements, allowing Team Members to choose telecommuting, alternate work locations, or schedules that best suit their roles and responsibilities. These options enhance their engagement, performance, productivity, and retention, ultimately contributing to positive business outcomes.

Total Rewards: Compensation and Benefits

AboitizPower provides a competitive Total Rewards package that aligns with the organization’s goals, culture, and values, aiming to attract, motivate, and retain top talent.

Compensation is structured to ensure fairness, internal equity, and compliance with labor laws and regulations. Packages are market-aligned and designed to recognize individual contribution, value, and impact. This approach ensures clear differentiation based on performance while supporting business objectives and fostering a high-performance culture.

As part of our evolving Total Rewards strategy, AboitizPower conducts regular compensation reviews to ensure alignment with market benchmarks, internal equity, and individual performance. This strategic approach supports a balanced mix of fixed and variable pay, reinforcing our commitment to recognizing contribution, driving business outcomes, and remaining competitive in a dynamic talent landscape.

AboitizPower offers a comprehensive suite of core and competitive benefits to support the safety, well-being, and everyday needs of its Team Members. From healthcare coverage and paid leave to financial and emergency assistance, the company ensures that these essentials are in place, so employees can focus on doing their best work without worrying.

To further promote overall wellness, employees have access to benefits such as gym memberships, fitness equipment, mental and physical health sessions, and allowances for prescription medications, vitamins, supplements, and vaccines. The company also provides access to mental health and counseling support, helping ensure that Team Members are cared for not just physically, but emotionally and mentally as well. In addition, the company supports team engagement and physical activity through organized events such as sportsfests and sponsored participation in fun runs and similar wellness activities.

Support is also extended in times of need through programs such as calamity leave, calamity assistance and loan, medical cash advances for dependents, and dental cash advances.

The company invests in its people's continuous growth through learning and development programs. These include Educational Assistance, Educational Leave for board or bar exams, comprehensive exams, or thesis defense, and a Study Now, Pay Later program for qualified dependents. Employees may also use a personal computer or laptop loaned to them to support their studies.

Recognizing that each employee is different—and that priorities may shift over time—the company offers the 1AP Flexible Benefits program. This allows Team Members to personalize their benefits package in a way that better suits their unique needs and life stages. Employees may convert unused benefits toward options such as additional vacation leave, internet allowance, enhanced healthcare coverage, or wellness support, ensuring they can fully utilize and appreciate the value of their Total Rewards.

Incentive and recognition programs are also in place to reward the achievement of individual, team, and organizational goals and to reinforce behaviors that reflect AboitizPower’s values.

Talent Development

AboitizPower takes pride in honing our A-people to reach their highest potential. We offer various employee development programs to support ongoing learning and career advancement within our organization. We encourage internal mobility across our business units, and by 2024, 17.3% of our job vacancies were filled internally by our team members.

Succession management in AboitizPower is forward-looking and is anchored on business strategy, supporting the organization’s growth and expansion by preparing for future leadership needs. We go beyond mere replacement management and consider how business and roles will evolve. Succession management is closely integrated with Strategic Workforce Planning. This ensures alignment between talent development and overall organizational strategy. Senior leadership involvement is pivotal in this process. The most senior leaders in the organization play a crucial role in ensuring that the succession process is carried out annually through talent reviews. Metrics are used to assess the effectiveness of the succession process. By benchmarking against global standards, we continuously improve succession planning.

We foster intentional mobility - in 2024, 9.8% of key talents moved vertically and 18.2% moved horizontally. Succession readiness is assessed annually, and it is currently moderately strong at the executive level. 

Learning and Development

[GRI 404-2 (2016)] At AboitizPower, we equip our people with the resources, tools, and experiences necessary to help them perform and grow. We utilize a blended learning approach to develop the required competencies for both current and future roles, as well as for team leaders and team members. This also ensures the optimization of performance and contributions to the organization's success.

Our 4Es Learning Model follows the 70-20-10 framework based on the principle that 70% of learning comes from experience, 20% from working with others, and 10% from formal interventions and planned learning solutions. The 4th "E" stands for the different learning environments or platforms that serve as support to learning. For more effective learning, it is recommended to have a combination of at least 2 of the 3 development methods (Experience, Exposure, Education) for every competency. 
In 2024, AboitizPower employees received an average of 37.59 hours of training. On average, male employees completed 22.8 hours of training, while female employees completed 26.4 hours of training.

Comparing our performance from 2023 to 2024, we have achieved a 43.30% decrease in average cost per learner, while increasing our total training hours by 8.19%. This is due to the collective effort of our training partners to find better options, offer alternative solutions such as eLearning and peer-to-peer learning, and develop internal Subject Matter Experts (SMEs) to deliver our core programs, thereby minimizing costs while increasing our capabilities in knowledge sharing.

*This data includes ARI, DU Corp, VECO, DLPC, CLPC, Hedcor, SNAP, APRI, Enerzone, TBG, and APC.

Additionally, the development team has been focused on redesigning our Core and Leadership Programs from top to bottom, providing the most impact where it counts and sustaining the skills we have invested in developing. With this direction, AboitizPower ensures that our people remain at the cutting edge of knowledge and remain an enduring leader in the power industry.

The company's capability development efforts focused on enhancing core and transformational skills. 28% of total training hours were centered on core capabilities. These learning activities included resources from LinkedIn Learning, webinars, featured videos, talks, and certification classes.

The following capability-building activities were conducted in 2024:

• Professional Scrum Masters Certification Training with 61 participants.
• Professional Scrum Product Owner Training with 9 participants
• We ended with a total of 53 Certified Scrum Masters and 2 Product Owners.
• 4 Featured talks featuring Change Management with an average of 200 viewers live, and 350 more on the recordings
• 7 sessions on Change Management certification training, engaging our change managers, change sponsors, and change agents
• 24 Unique Cybersecurity Courses were launched across 1AP with 83% completion
• Cascades on Agile Ways of Working with 51 participants
• Two (2) 1AP Scrum Chapter Conference held with 260 members
• Two GT Hackathon batches were held, attended by 62 participants. From the participants, 13 groups were formed, and 10 teams have successfully pitched their ideas. 

Performance Management

Our performance management system consistently measures and tracks employee performance using various technologies and methodologies to align all employees with the organization’s strategic objectives. It promotes collaboration between managers and team members through the principles of a balanced scorecard (BSC), encouraging joint goal-setting and defining performance metrics. Our Short-Term Bonus (STB) scheme reinforces this approach by emphasizing that bonuses are tied to performance within a specific year and must be re-earned annually based on individual, team, and business outcomes. This system highlights the value of collaboration and collective success by recognizing and rewarding team efforts. Complementing this framework, our C2Es (Communicate to Engage) and Continuous Performance system promote regular, informal check-ins between team members and managers. These interactions facilitate real-time feedback, support, and timely adjustments, driving continuous improvement. Additionally, our 360 feedback program offers a well-rounded evaluation from peers, subordinates, supervisors, and self-assessments, fostering a culture of continuous development.

Talent Analytics (2024)

[GRI 401-1 (2016)] In 2024, the company had a total workforce of 3,927* team members, comprising a diverse range of positions, genders, ages, and tenures. Our talent analytics provide valuable insights into the composition of our workforce, enabling us to make informed decisions regarding our human resource strategies.
*excludes GMEC and GNPD

In 2024, the total turnover rate for the year stood at 13.2%, with 7.9% attributed to voluntary separations. It is worth noting that within our workforce, 91% consists of regular and probationary employees, while fixed-term and project-based employees make up the remaining 9%. Access additional Turnover Metrics.

Employee Turnover Rate

Other People Data

2024

[GRI 405-1 (2016), 406-1 (2016)] AboitizPower is an equal opportunity employer. A diverse and inclusive workforce is crucial to our purpose of transforming energy for a better world. We consider and encourage all applicants without discriminating against any individual based on age, sexual orientation, gender identity, disability, political opinion, religion, nationality, marital or parental status (including pregnancy), ethnicity, or any other status protected by law. Our equal opportunity and non-discrimination policies apply in all aspects of employment, including recruitment, talent management, and employee integration. 

As part of its core principle for recruitment, AboitizPower shall recruit and select qualified candidates without discriminating based on age, sexual orientation, gender identity, disability, social status, political opinion, religion, nationality, marital or parental status (including pregnancy), ethnicity, or other status protected by law. The company is dedicated to fostering a culture of inclusivity and support. We actively seek out and value talent from diverse backgrounds, including individuals from non-traditional career paths and those from underprivileged or minority backgrounds. 

Moreover, to support and promote employee integration, the company ensures that communication, education, and awareness programs are in place on topics such as diversity and inclusion, as well as the company’s zero-tolerance culture against any acts of discrimination.

Celebrating diversity and inclusion in AboitizPower

In 2019, AboitizPower started formalizing its efforts to promote and raise awareness of diversity and inclusion within the company. 

AboitizPower’s diversity and inclusion campaign emphasizes the primacy of merit over factors such as gender, sexual orientation, age, religion, or ethnic background. It aims to raise awareness of diversity and inclusion, promote respect, and celebrate individuality, all while practicing a culture of excellence and high performance.

Inspiring stories of high-performing employees from diverse backgrounds and cultures were shared within the group to foster an appreciation for the company’s diverse workforce. These stories featured members of the organization who are strong women leaders, differently-abled employees, members of various Philippine ethnic groups and religions, and members of the LGBTQ+ community, among others. 

In early 2022, the company announced that it would include domestic partners, whether in common-law or same-sex relationships, as beneficiaries in its HMO coverage for team members. This is a milestone for the company to demonstrate its commitment to diversity, equity, inclusion, and belonging (DEIB). 

In June 2023, the group signed and fully adopted its DEIB policy to promote diversity, equity, inclusivity, and belonging within the organization.

AboitizPower joined the Philippine Financial & Inter-Industry Pride (PFIP) in its pursuit of improving the culture of DEIB. PFIP is a collaborative, voluntary, and non-profit community of Pride/LGBT+ advocates and allies from private organizations in the Philippines. It is the leading voice and champion of LGBT+ workplace inclusion. It promotes safe spaces and inclusive opportunities for all talents regardless of their sexual orientation, gender identity, expression, and characteristics. As an active member, AboitizPower continues to work with PFIP and other private company members to learn and explore ways to improve DEIB in the workplace. In 2024, AboitizPower was recognized by PFIP for providing college educational assistance, training, and internship or on-the-job training opportunities to LGBTQ+ students through the Rainbow Academy, PFIP’s leadership and mentorship program, which helps prepare LGBTQ+ students for the professional world.

In 2024, AboitizPower forged a partnership with the Philippine Business Coalition for Women Empowerment (PBCWE) to advance DEIB in its corporate structure. This strategic alliance aims to enhance AboitizPower's workplace by integrating more inclusive policies and practices, promoting gender equality, and ensuring equitable opportunities for all employees. By collaborating with PBCWE, AboitizPower is taking significant steps to address workplace diversity challenges, demonstrating its commitment to creating a more inclusive environment that values and harnesses the potential of every individual. In 2024, AboitizPower’s VP for Talent Attraction, Communications and Engagement, Ms. Corinne Patron, spoke about the importance of meritocracy when selecting and promoting employees during the PBCWE’s launch of their initiative titled: “Census on Women in Executive Leadership Teams in Philippine Publicly Listed Companies.”

In 2025, AboitizPower reaffirmed its strong commitment to DEIB through meaningful participation in key events and initiatives. The year began with AP’s engagement in the Philippine LGBTQ+ Gender Spectrum Forum and Leadership Symposium last February 11, followed by an insightful session during Leader Lab Live: Iconic - The New Blueprint for LGBTQ+ Excellence on April 23, where inclusive leadership was highlighted. AboitizPower also took an active role in the PFIP Pride Summit 2025 last June 4, where the company led a breakout session titled "Pride and Progress: Philippine Companies on Their DEIB Journey," sharing its learnings and best practices. Capping off its efforts, AP proudly joined the 2025 Pride March, standing in solidarity with the LGBTQ+ community and reinforcing its commitment to creating a workplace where every voice is valued and everyone belongs. 

AboitizPower also has other initiatives that promote Equality and Diversity, such as Hedcor launching a sewing skills training program for the indigenous and tribal communities of Barangay Guihean, Impasugong, Bukidnon, along with Aboitiz Foundation Inc. There’s also the Elevate AIDA (Artificial Intelligence and Data Annotation) program, done in partnership with Connected Women. The program’s goal is to equip women, including single mothers, with skills in data annotation and AI training, enabling them to also pursue work opportunities in AI. 

[GRI 2-23 (2021)] As part of Aboitiz Equity Ventures (AEV), a conglomerate that is a member of the United Nations Global Compact (UNGC) and the Board of Trustees of the Global Compact Network Philippines, and supports the Ten Principles of the UNGC, AboitizPower values and respects fundamental human rights. 

We are committed to upholding the principles of respect for human dignity, freedom, and equality across all our business activities, ensuring that the human rights of our stakeholders are safeguarded and potential risks or impacts are addressed.  

Our Principles

1. AboitizPower recognizes the fundamental human rights of its team members.

• We ensure that our employees work in a dignified, safe, and healthy work environment, providing them with the necessary tools and measures.
• We offer job opportunities with competitive remuneration to support the basic needs of our employees and their families, and implement programs that can further enrich their lives.
  
• We protect our employees’ freedom of association and right to collective bargaining.
  
• We welcome and celebrate diversity in our organization, ensuring inclusivity, equal opportunity, and a zero-tolerance policy for any form of discrimination.
  
• We do not take part in any form of forced or compulsory labor, child labor, or any abuses that will compromise the rights of our employees.
  

2. AboitizPower is guided by its commitment to human rights in its engagement with external stakeholders, including its host communities, suppliers, contractors, customers, and other business partners.

• We continually engage with our stakeholders to understand their needs and expectations and nurture mutually beneficial, long-term partnerships.
  
• We respect our communities’ rights to basic needs and support their development to improve the quality of life. 
  
• We operate our businesses responsibly to mitigate any potential harmful impacts on our stakeholders’ human rights, environment, and livelihood.
• We engage service providers who share the same values and are likewise committed to upholding human rights in their own business operations and value chains.
  
• We hold integrity in high regard, as it is one of our core values; therefore, we do not tolerate corruption in any form, whether direct or indirect.
  
• We ensure that our products and services do not harm the customers and communities we serve, but instead help uplift their lives.
  
• We respect our stakeholders’ right to privacy and confidentiality and ensure the responsible use of their information and data.
  

Anti-Sexual Harassment and Safe Space Act

[GRI 406-1 (2016)] To further strengthen our governance in our commitment to Human Rights, particularly our zero tolerance in any form of abuses that will compromise the rights of our employees, AboitizPower recently released our policy on Anti-Sexual Harassment and Safe Space Act which is pursuant to Section 4, Republic Act No. 7877 (R.A. 7877) entitled “An Act Declaring Sexual Harassment Unlawful in the Employment, Education or Training Environment, and for Other Purposes” and Article IV, Section 17, Republic Act No. 11313 (R.A. 11313) entitled “An Act Defining Gender-Based Sexual Harassment in Streets, Public Spaces, Online, Workplaces, and Educational or Training Institutions, Providing Protective Measures and Prescribing Penalties Therefor” or the “Safe Spaces Act,” this Policy (the “Policy”) governs the prevention of all forms of sexual harassment, the procedure for filing, investigating and resolving sexual harassment complaints through its established Committee on Decorum and Investigation (CODI), and the proper decorum in the workplaces of the Company.