AboitizPower is the Philippines’ leading provider of renewable energy, advancing business and communities towards A Better Future.
Occupational Safety and Health (OSH)
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.
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 considered to be in place when contractor employees are required to adhere to safety rules and regulations laid down by AboitizPower or to use methods, processes, or other techniques provided by the company. A reportable contractor is when AboitizPower exerts a prevailing influence with regard to safety management practices.
In 2022, the company accounts for the LTIFR and TRIR performance of its 3,397 organic employees and 6,122 contractors. See notes on transparency. There are 801 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 2022. 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 there are programs in place for employees across all business units to have sufficient training and knowledge.
|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 to noteworthy practices.|
|Contractor Safety Management System||A management system framework that establishes teh SHE governance requirements for all contractor parties. It contains elements such as
|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 processess 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 hazardouse activities are undertaken safely|
|Task Risk Assessment||A risk-based assessment activity is requried prior to the application of any Permit to Work|
|Process Safety Program||A tool created to determine how AboitizPower facilities conform to requried 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 occuring|
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
- Total Recordable Incident Rate (TRIR)
- 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 organizations 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.
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 to 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 the required 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 and/or 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.
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, effective and promotes equality of opportunity. Moreover, we ensure that our hiring is done consistently, transparently, fairly and in accordance with Company values and in compliance with relevant domestic and international employment legislation.
More information on Aboitiz Group talent attraction (recruitment), optimization, and retention HERE.
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 salary and compensation packages given to AboitizPower employees 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.
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 last 2020, 22.59% of our job vacancies were filled internally by our team members.
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 2022, all of our employees participated in the Gallup Survey, revealing a 61% satisfaction rate in terms of employee engagement. These surveys enable us to continually assess and improve our strategies to create a fulfilling work environment for all our valued team members.
|% of employee participation||98%||96%||99%||99%||100%|
Talent Analytics (2022)
In 2022, the company had a total workforce of 3,425 team members, comprising a diverse range of positions, genders, ages, and tenures. The total turnover rate for the year stood at 11.70%, with 7.27% attributed to voluntary separations. It is worth noting that within our workforce, 93.9% consists of regular and probationary employees, while fixed-term and project-based employees make up the remaining 6.1%.
Our talent analytics provide valuable insights into the composition of our workforce, enabling us to make informed decisions regarding our human resource strategies.
Equal Opportunity, Non-Discrimination, Inclusion and Diversity
AboitizPower is an equal-opportunity employer. We believe 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 and/or 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 and/or 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, as well as 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.
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, and inclusion (DEI).
During the celebration of Pride Month 2022, AboitizPower joined the Philippine Financial & Inter-Industry Pride (PFIP) in its pursuit of improving the culture of DEI. 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. AboitizPower continues to work with PFIP and other private company members to learn and explore ways to improve DEI in the workplace.
Respecting Human Rights
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.
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 and 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 chain.
- 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
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.
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 that work in customer and community-facing functions undergo training to fully embody the principles and processes of stakeholder relationship management (SRM) and communication.
Stories on Sustainability
AboitizPower confirmed its place as one of Philippines’ leading graduate employers when the Top 100 Graduate Employers were announced last May 19.
“Tatoy. One would think that the nickname would belong to a man, but it’s mine,” jested Eleanor Batiquin, “I guess the not-so-effeminate nickname would come to signify me, a woman, carving out a space in a stereotypically male-dominated field.”
As community quarantines seem to have brought the world to a halt in the face of the COVID-19 pandemic, people on the frontline are racing to win the war against the disease.