We Are A People-first Organization

AboitizPower owes its success to people who work behind the scenes in making the world a better place through reliable, reasonable, and responsible energy solutions.

We are also only as strong as the bond we have with our community. We draw our strength from the homes and businesses we’ve sustained with the energy we provide.

This is why AboitizPower delivers on its social commitment through activities and advocacy efforts that contribute to the overall development of our team and the communities we serve.

These activities include nurturing relationships with our partner communities, boosting stakeholder engagement efforts, providing venues for employee development, minimizing occupational health and safety risks, and eliminating hazards to ensure a safe and healthy work environment.

Our primary investment begins with people so we can have a better tomorrow. 

Occupational Safety and Health (OSH)

[GRI 403-1, 403-2, 403-5, 403-6, 403-8, 403-9, 403-10 (2018)] In 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 the hazards associated with our operations, processes and workspaces, assessing the risks and putting up measures to address them. To deliver on our mission, safety remains a top priority and it is everyone’s responsibility. See our Occupational Safety and Health Policy.

With safety in mind, we will pursue continuous improvement in our occupational safety and health practices, and provide our people and partners with the knowledge and skills through training or workshops, as well as tools and measures to further eliminate our occupational safety and health risks and hazards. AboitizPower prides itself in its year-on-year overall reduction of TRIR, which is one of the key measures of our safety performance.

The coverage of the company’s OSH management includes activities of both organic and contracted personnel. Contractors are covered by virtue of AP’s “prevailing influence”. “Prevailing Influence” is in place when contractor employees are required to adhere to safety rules and regulations laid down by the company or to use provided methods, processes, or other techniques. A reportable contractor is when AP exerts a prevailing influence concerning safety management practices.

In 2023, the company accounts for the LTIFR and TRIR performance of its 3,588 organic employees and 7,834 contractors (see notes on transparency). There are 569 team members who are part of the Health & Safety Committee of the company. Each reporting operational site has at least one Health and Safety member.

A total of 2,795 organic employees have completed the 8-hour Mandatory Occupational Safety and Health (OSH) Training for Workers in 2023. The training is required by the Department of Labor and Employment pursuant to the Republic Act No. 11058 “AN ACT STRENGTHENING COMPLIANCE TO OCCUPATIONAL SAFETY AND HEALTH STANDARDS AND PROVIDING PENALTIES.” Moreover, as part of its ISO 45001 Occupational Health & Safety Certification and ISO 14001 Environmental Management Systems Certification, the company ensures that programs are in place for employees across all business units to have sufficient training and knowledge.

Safety in Numbers

    2020 2021 2022 2023
Employees covered Number 2,844 2,954 3,397 3,588
Contractors Covered Number 4,163 4,297 6,122 7,834
  Fatality 0 0 0 0
  LTI 1 0 1 3
Employee LTFIR 0.14 0.00 0.13 0.37
TRIR 0.29 0.15 0.39 0.50
  Fatality 4 2 1 0
  LTI 4 4 7 9
Contractor LTFIR 0.43 0.34 0.46 0.45
TRIR 0.54 0.67 0.65 1.08
Total Company LTFIR 0.31 0.21 0.35 0.42
TRIR 0.43 0.48 0.57 0.67

OSH Initiatives

WATCH App (Behavior-Based Safety Mobile Application Program) A mobile application used by AboitizPower team members, contractors, and visitors to report safety-related observations. This tool allows the organization to monitor and quickly address safety concerns in the workplace, as well as provide recognition of noteworthy practices.
Contractor Safety Management System A management system framework that establishes the SHE governance requirements for all contractor parties. It contains elements such as
  • Safety Banding to determine the contractor parties' level of SHE management practices and be used for the contractor selection process
  • Passport System that defines the requirements (i.e from technical competency to safety behavior) for contractor personnel working in AboitizPower facilities
SHE Audit A program for auditing AboitizPower facilities on the status of their compliance to SHE legal requirements and adherence to corporate governance and program requirements
SHE Digital Management Solution An enterprise solution that is aimed improving SHE processes by addressing mainly the inadequacies and pain points of manual systems and enhancing SHE analytics across the enterprise
Permit to Work System A system of pre-execution checks and balances that ensure that non-routine hazardous activities are undertaken safely
Task Risk Assessment A risk-based assessment activity is required prior to the application of any Permit to Work
Process Safety Program A tool created to determine how AboitizPower facilities conform to required technical practices based on international engineering standards
Public Safety metrics Specific for AboitizPower Distribution Group, this toll accounts for all activities that factor in the prevention of third-party power line incidents from occurring

OSH notes for data transparency

  • Terms and calculations:
    • Total Recordable Incident Rate (TRIR)
      TRIR = (Fatality+LTI+RWC+MTC)*1,000,000)/Total Manhours
    • 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 = (LTI)*1,000,000)/Total Manhours
  • The health and safety data accounts for 100% of all our operationally controlled units. In establishing the rates, performance data were consolidated from the corporate office and operationally controlled generation and distribution units of AP.

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, SN Aboitiz Power Magat, Inc., SN Aboitiz Power Benguet, Inc., Therma Power Visayas, Inc., and Therma Visayas, Inc.

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.

Talent Management

AboitizPower recognizes that talents are fundamental to its success. We believe that a strategic and professional approach to Talent Management enables us to attract, develop, optimize, and retain key talents. This further enables us to fulfill our strategic goals aligned with our core values. We are committed to ensuring that Talent Management is conducted in a manner that is professional, systematic, efficient, effective, and promotes equality of opportunity.

The objective of AboitizPower’s Talent Management is 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 in a manner that is fair, systematic, efficient and effective.
  • 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 the development of Talents across all business units.
  • Development and Enhancement. The Company shall support and encourage the development of HR practitioners and Talent Managers to ensure that they are capable of designing programs and processes to build a winning culture, and to act as change facilitators who are able to motivate Talents and promote a highly engaged workforce amidst a dynamic and evolving business environment. 
  • Innovation and Agile Talent Management. HR practitioners and Talent Managers shall continuously develop and innovate ideas, whether through the use of new technologies, data analytics, or improved processes to address Talent risks and sustain an agile workforce.

Talent Attraction

Our Recruitment process enables us to attract and appoint Candidates with the necessary skills and attributes to fulfill our strategic aims and support our core values. We ensure that our recruitment and selection of candidates is conducted in a manner that is professional, systematic, efficient, and effective and promotes equality of opportunity. Moreover, we ensure that our hiring is done consistently, transparently, fairly, and following Company values and compliance with relevant domestic and international employment legislation.

More information on Aboitiz Group talent attraction (recruitment), optimization, and retention HERE.

Working Hours 

AboitizPower ensures strict compliance with Philippine labor laws on working hours, and salary and compensation. As a general rule, employees are encouraged to accomplish their work assignments within their regular working hours. However, if unable to do so, and due to the necessity of the job, an employee may be asked to work overtime. An employee shall be allowed a maximum of 16 working hours per day, inclusive of regular working hours and overtime.

The Company offers flexible work arrangements, empowering Team Members to opt for telecommuting, alternate work locations, or schedules that align with their roles and responsibilities. These choices bolster their engagement, performance, productivity, and retention, thereby fostering positive business outcomes.

Compensation

AboitizPower provides a competitive total rewards package that aligns with the organization's goals, culture, and values aiming to attract, motivate, and retain employees.

The salary and compensation packages given to team members are fair, equitable, differentiated based on value and merit, aligned with market standards and practices, and compliant with laws and regulations. In addition, the company also provides incentives and recognition for the achievement of organizational objectives and individual/team goals as well as the demonstration of desired behaviors.

Talent Development

AboitizPower takes pride in honing our A-people to reach their highest potential. We have different employee development programs to support continued learning and career progression within our organization. We encourage internal mobility across our business units and by 2023, 8.3% 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 2023, 35% of key talents moved vertically and 22% moved horizontally. Succession readiness is tracked on an annual basis, and currently, this is moderately strong at the executive level.

Training and Development

[GRI 404-2 (2016)] In AboitizPower we provide our people with resources, tools, and experiences to help them perform and grow. We utilize the blended learning approach for TLs & TMs to develop the required current and future competencies for current and targeted/aspired roles. This is also to ensure the optimization of performance and contributions to the success of the organizations.

Our 4Es Learning Model follows the 70-20-10 framework that is based on the principle that 70% of learning comes from experience, 20% is derived from working with others and 10% comes 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 2023, AboitizPower employees received an average of 37.59 hours of training. On average, male employees completed 67.1 hours of training, while female employees completed 45.3 hours. Moreover, the average amount spent per FTE on training and development in 2023 is at PHP37,561.

The company's capability development efforts focused on enhancing core and transformational skills. Notably, 87.4% of team members participated in learning sessions centered on core capabilities. These learning activities included resources from LinkedIn Learning, webinars, featured videos, talks, and certification classes.

To support our GT2025 journey, the following capability-building activities were conducted:

  • 5 Classes of Professional Scrum Masters Certification Training with 75 participants, and 21 more who joined from AEV classes.
  • 4 Featured talks featuring Change Management with an average of 200 viewers live, and 350 more on the recordings
  • 6 sessions on Change Management certification trainings, engaging our change sponsors, and change agents
  • Learning videos for Cybersecurity on Knowbe4 that were launched for all employees in AP
  • Cascades on Agile Ways of Working with 751 participants
  • Launching 1AP Scrum Chapter with 181 members
  • 2 GT Hackathon batches with 46 going through the initial stages, with 11 groups going through and pitching their ideas
 

*Only includes (1) DU Corp, (2) CLPC, (3) DLPC, (4) Hedcor, (5) SNAP, (6) Thermal

Employee Engagement

At AboitizPower, we 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*. In 2023, all of our employees participated in the Gallup Survey, revealing a 4.35 mean score in terms of employee engagement (% of Employee Engagement is at 65%). These surveys enable us to continually assess and improve our strategies to create a fulfilling work environment for all our valued team members.

  2021 2022 2023
Gallup Engagement Mean Score 4.27 4.33 4.35
% of Engaged Employees 56% 61% 65%
% of Employee Participation 99% 100% 99%
*The survey provided to employees includes items related to overall satisfaction, internal purpose and motivation, and employee well-being.

Performance Management

Our performance management system consistently measures and tracks employee performance using a blend of technologies and methodologies to align all employees with the organization’s strategic objectives. It fosters collaboration between managers and employees through the principles of a balanced scorecard (BSC), involving joint efforts to identify goals and define performance metrics. Our performance incentive scheme (PIS) emphasizes the importance of collaboration and collective success, recognizing and rewarding the efforts of teams. Our C2Es (Communicate to Engage) and Continuous Performance system promote regular, informal check-ins between employees and managers, facilitating real-time feedback and support, and allowing for quick adjustments and continuous improvement. Additionally, our 360 feedback program provides a comprehensive evaluation from peers, subordinates, supervisors, and self-assessments, fostering continuous development.

Talent Analytics (2023)

[GRI 401-1 (2016)] In 2023, the company had a total workforce of 3,681 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.

 
 
 

In 2023, the total turnover rate for the year stood at 13.81%, with 9.40% attributed to voluntary separations. It is worth noting that within our workforce, 86% consists of regular and probationary employees, while fixed-term and project-based employees make up the remaining 14%. Access additional Turnover Metrics.

Employee Turnover Rate 2021 2022 2023
Total Turnover 9.00% 14.40% 13.81%
Female 8.70% 16.60% 4.25%
Male 9.10% 13.50% 9.56%
Voluntary Turnover Rate - 11.20% 9.40%
Female - 14.70% 3.57%
Male - 9.70% 5.83%

 

Other People Data

Nationality Breakdown Position Total
  Staff Supervisor Manager Executive  
Filipino 2,369 603 435 238 3,645
Asian (Non-Filipino) 3 0 7 7 17
European 0 0 1 5 6
Other Nationalities 2 0 2 9 13
Grand Total 2,374 603 445 259 3,681

 

 

New Hire based on Nationality Count Rate
Filipino 820 98.80%
South African 1 0.12%
Indonesian 1 0.12%
German 1 0.12%
Indian 1 0.12%
Malaysian 1 0.12%
Japanese 3 0.36%
American 1 0.12%
Australian 1 0.12%
Total 830  

Equal Opportunity, Non-Discrimination, Inclusion and Diversity

[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 age, sexual orientation, gender identity, disability, political opinion, religion, nationality, marital or parental status (including pregnancy), ethnicity, or 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 on the basis 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. 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 communication, education, and awareness programs on topics such as diversity and inclusion or on the Company’s zero-tolerance culture against any acts of discrimination.

The kAPit initiative was launched in 2020 to address the mental health needs of our workforce during the pandemic. Initially, it provided learning materials and individual and group counseling through a single provider.

According to Gallup, wellness encompasses a healthy lifestyle that goes beyond the absence of acute illness. While wellness is a crucial component of overall well-being, it is just one aspect of a thriving life. The kAPit initiative has since evolved into a comprehensive program that addresses various dimensions of wellness.

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 is focused on communicating the primacy of merit above gender or sexual preference, 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 coming from diverse backgrounds and cultures across all operations were shared within the group to create an appreciation of 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. 

The company, headed by our legal team, also organized forums and talks to increase awareness and knowledge of team members on various laws related to diversity and inclusion such as the Expanded Maternity Leave Law, the HIV and AIDS Policy Act, the Safe Spaces Act, the Amended Magna Carta for Persons with Disability, and the Anti-Age Discrimination in Employment Act. 

In early 2022, the company announced the inclusion of domestic partners, whether common-law or same-sex, as beneficiaries in its HMO coverage for team members. This is a milestone for the company to show how it truly lives diversity, equity, inclusion, and belonging (DEIB).

To advance diversity, equity, inclusivity, and belongingness in the organization, the Group signed and fully adopted its DEIB policy in June 2023.

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 2023, AboitizPower is the only Filipino company that joined the annual Pride March. Our former CHRO, MaLu Inofre, was also recognized as the PRIDE Executive Ally in the same year.

In 2024, AboitizPower forged a partnership with the Philippine Business Coalition for Women Empowerment (PBCWE) to advance Diversity, Equity, Inclusion, and Belonging (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.

 

 

Respecting Human Rights

[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, and provide the necessary tools and measures to further mitigate our occupational safety and health risks and hazards.
  • We provide job opportunities with reasonable remuneration to support the basic needs of our employees and their families, and set programs that can further enrich their lives.
  • We protect our employee’s freedom of association and right to collective bargaining.
  • We welcome and celebrate diversity in our organization, ensuring inclusivity, equal opportunity, and zero tolerance to any form of discrimination.
  • We do not take part in any form of forced or compulsory labor, child labor, and 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 constantly dialogue 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 we believe 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 corporate values, thus, we do not tolerate corruption in all forms, both direct and indirect.
  • We ensure that our products and services do not inflict harm on the customers and communities we serve, but help uplift their lives, instead.
  • We respect our stakeholders’ right to privacy and confidentiality and ensure 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, and the proper decorum in the workplaces of the Company. 

Stakeholder Engagement

[GRI 2-9 (2021)] Guided by our value of integrity, we generate trust and sustain good relationships as we engage in meaningful value creation with our internal and external stakeholders – forging cooperation, partnerships, and common aspirations of a better future.  

Our stakeholder engagement process keeps up with the times by maximizing the many communication avenues available today and sharing the best practices internally. Team members who work in customer and community-facing functions undergo training to fully embody the principles and processes of stakeholder relationship management (SRM) and communication. See our Stakeholder Engagement Policy.

  • Identify

    • Brainstorm to identify key stakeholders
    • Identify all operations of the company and determine the participating stakeholder 
    • Stakeholders would be people who are affected by, have influence over, or have an interest in your work

  • Understand

    • Understand the stakeholders and their concerns
    • Develop a Stakeholder Management Engagement Plan that would address the relevant interests of each stakeholder

  • Engage

    • Engage with stakeholders focusing on four key values: transparency, empathy, expertise and commitment
    • The ultimate goal is to create a trust-based relationship with stakeholders

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