HR Policies

Recruitment, Compensation and Retrenchment Policy

The recruitment in the organization shall be handled primarily by the Talent Management unit of the company. As appropriate, all openings and related information shall be made available by the unit to both internal and external channels. In hiring part-time or full-time employees, the company considers the applicant's skills, qualification, and experience. In hiring, the company does not discriminate gender, sexual orientation, race, ethnicity, color, religion, age, marital status, disability, economic status and political affiliation. Compensation and benefits packages are carefully reviewed and offered fairly, reflect and match the person's qualifications, and benchmarked appropriately against industry levels while ensuring that these packages adhere to all applicable laws and government regulations. Any transactions involving third-party employers will be under the management of the Human Resources unit. At the minimum, engagement with these third party suppliers must comply with all labor standards and other related regulations.

In cases where retrenchment cannot be avoided, the company ensures adherence to all related legal requirements. Before termination or redeployment, the company explores options such as, but not limited to: freeze hiring, grant of retirement options, or provision for training programs to provide alternative skill sets. When termination of employment or redeployment is imminent, the company ensures that the employee is properly informed and given proper assistance in the process. Compliance to all related regulations is assured, particularly with the requirements of Department of Labor and Employment (DOLE). This policy is not applicable for terminating employment of non-performers or employees with unsatisfactory disciplinary behaviors.

 

Employee Development and Industrial Relations Policy

The organization supports the development of its employees. While the employees are encouraged to take responsibility for their own development, the company is committed to provide training and learning opportunities to further assist them in their professional growth. Opportunities may come from internal and external sources, including academic, professional, technical or industry related training, career development programs, conferences, workshops, and certification courses. The company remains committed to providing necessary support and assistance to the employees for their development, including appropriate appraisal and feedback.

This policy also affirms that career advancement or promotion opportunities are to be made available to all employees in a fair manner, with consideration of their skills, work related accomplishments, overall performance, work ethic, and initiatives beyond their current assignments—as part of the qualifications apart from the minimum requirements for the position. The promotion process is handled by the Strategic Human Resources unit which ensures that each candidate is given a fair opportunity, with no discrimination as to the person's gender, sexual orientation, race, ethnicity, color, religion, age, marital status, disability, economic status and political affiliation.

Ultimately, as employees remain connected to the organization, the company recognizes their right to organize themselves and engage in harmonious negotiation exercises, ensuring amicable settlement of disputes, and that employees receive the right economic value befitting their contribution at work.

 

Occupational Health & Safety, and Hazards Management Policy

The well-being of Ayala employees is important to us. In this regard, the organization remains responsible in ensuring the employees occupational health and safety. The organization remains committed to being compliant to related regulations on industrial health and safety, both locally and globally.

A fundamental part of this commitment is informing and training the employees on disaster preparedness, and in conducting their activities in a safe, healthy, and responsible manner. The organization realizes that an assessment of the risks related to business and employees is critical and to this end, the organization ensures a continuous and updated review and assessment of the related processes. It is important that hazards to the organization are identified clearly to ensure quick and proper response in mitigating these elements. This include identifying activities that minimize the risks, and establishing control measures benchmarked with industries' best practices.

 

Policy on Child Labor and Forced or Compulsory Labor

For the purposes of this policy, a "child" is defined as an individual who is below 18 years of age, and "forced or compulsory labor" is any service exacted from a person who is unwilling, under the threat of penalty or menace. The organization recognizes that these are part of global issues and does not support such practices in its local or global operations. The organization acknowledges that employers have important roles to play and are ultimately responsible in ensuring that its workforce is treated with dignity and respect. Ayala does not tolerate the use of child labor or forced labor.

 

Procurement Policy

In Ayala, all purchases, irrespective of funding, will be governed by the following policy: It shall be the procurement policy of the group to obtain services, supplies, and equipment from reputable and quality sources that exhibit reliability, quality, and fair pricing. Payment arrangements are subject to individual contract agreements, with the commitment that both parties will abide by the terms and conditions related to the products and services. In relation to this policy, the reputation, historical performance, financial capability, and environmental impact of the suppliers are considered in the decision process. Ayala encourages sourcing from local vendors and gives prime consideration to their products and services, ensuring that there are no conflicts of interest. Competitive bids are applied whenever applicable, and all transactions comply with all legal requirements. Given Ayala's commitment to the principles of SDGs, the group considers the suppliers' compliance with human rights, specifically in ensuring that neither child labor nor forced labor is present in any part of their supply chain.

In the Ayala group, we consider communities as partners and we engage them through several corporate social responsibility efforts in support of livelihood, education, health and disaster relief.

 

Total Direct Hires of the Ayala Group

In 2018, Ayala group's direct hire population grew to a total of 64,373, a two percent increase from our headcount in 2017. Of this total, 44 percent are male while 56 percent are female, giving us 1:13 ration. Ayala promotes diversity by hiring across segments of age groups. In addition, Ayala gives equal opportunity for women to be in senior positions in the group.

In 2018, 40 percent of senior management and executive positions are filled by women, which is significantly higher than the 16 percent Asia Pacific benchmark.

2018

64,373

2017

63,119

2016

48,693

Group-wide Training Hours

2018

2017

2016

31.5 Average Training Hours per Employee

AC Automotive

AC Education

AC Energy

AC Health

AC Infra

AFI

ALI

BPI

Globe

IMI Global

IMI Phils

Manila Water

AffinityX

HCX

Ayala Corporation

We also strictly monitor incidents on forced labor, child labor, anti-corruption, equal opportunity and anti-discrimination across the group. In 2018, no labor cases were reported for the group.

As Ayala ensures a safe and conducive environment for our workforce, we also put value on establishing a culture of preparedness. This is vital with the Philippines being in the Pacific Ring of Fire and Pacific Typhoon Belt. Ayala conducts multilple drills to practice the employees on how to act during times of disasters. Ayala also holds pocket sessions, full lectures, summits and symposiums on disaster risk reduction and management. These sessions aim to strengthen the role and awareness of the private sector in disaster risk reduction and management. These sessions aim to strengthen the role and awareness of the private sector in disaster preparedness.

In dealing with suppliers, Ayala exercises due diligence to ensure that our supply chain is free from forced labor, child labor and other unethical practices. Our business units have their respective supply chain policies. Suppliers undergo an accreditation process to provide assurance on their legitimacy, technical competence, financial capability and service quality.

HR Performance

Total Direct Employees

201820172016
AC Automotive1,8271,7591,750
AC Education1,6101,2971,095
AC Energy572606207
AC Health2,7101,093637
AC Infra1,7771,5531,492
AFI1107887
ALI5,3589,6614,369
BPI18,91117,03615,201
Globe11,74110,4407,180
IMI Global9,87911,78214,146
IMI Philippines6,8194,9660
Manila Water2,2332,0221,753
Affinity X531564574
HCX141113114
Ayala Corporation154149148
Total64,37363,11948,753

*This table includes headcount of permanent full time employees in local and global operations

Meaningful and Gainful Employment at Ayala

Recognizing that remuneration is an integral concern of an employee, we ensure that the compensation and benefits that we provide are of equal pay for work of equal value. Ayala also ensures that the benefits it provides is above than what is required by law. This includes medical and dental packages in support of the well-being of our employees. Ayala also offers employee stock ownership plan in accordance with existing policies of Ayala Corporation to managers and staff who are eligible depending on their employment status and standing. The company looks at ways to improve benefits as a recruitment and retention strategy. Ayala Corporation strives to provide full and productive employment by ensuring employment remuneration is within 10 to 20 percent above the industry average.