As the country reels from the impact of the COVID-19 pandemic, it has become more important to embrace wider solidarity, especially in workplaces that serve as people's second home. These trying times have made life even more challenging, and knowing that you can count on people who accept and respect you for who you are can give you the strength and courage to persevere.
“We value diversity and inclusion at our workplace,” said Sheila Pangilinan, HR Business Lead of snack maker Mondelez Philippines.
“We are committed to sustaining a workplace where differences are valued and where everyone can be themselves. In fact, one of our company values is to ‘Do What’s Right.’ This is a commitment to respect and value differences as success enablers.”
More than a philosophy or belief, making the work experience at Mondelez Philippines unique are its policies and work culture, which promote diversity and inclusion.
“We believe passionately in a culture where everyone is treated with integrity and respect. When it comes to diversity and inclusion, we have three clear goals we hold ourselves accountable for: Empowering women to lead, offering an inclusive bias-free workplace, and building an active and purposeful diversity and inclusion community. We tell our colleagues, Make it Uniquely Yours at Mondelez Philippines. Be yourself, dare to be different and speak up,” Pangilinan added.
At present, employees of Mondelez Philippines who do not need to be physically present in the office continue to work from home. While the pandemic has highlighted the need for a work-from-home scheme, this is not new to Mondelez Philippines since this policy has been in force since 2017.
The company has expanded its Health Maintenance Organizations (HMO) benefits to cover not only married couples, but also domestic partners of all genders. Benefits include annual check-ups, and inpatient, outpatient, emergency, dental and maternity care. It has also begun to cover the cost of consultations and treatment for mental health conditions as well as a wider range of illnesses.
Allowed time off work has likewise been expanded based on the roles one plays in one's household, not on gender. Leaves for primary and secondary caregivers are regardless of gender and regardless of birth method. This means leaves are also given for instances of surrogacy or adoption. Single parents are also afforded additional 15 days of paid leaves to ensure they can be present at home and attend to their responsibilities.
“I have always felt welcome at Mondelez Philippines and accepted for who I am and who I want to be,” said Karl Sandoval, an HR Manager, and the company’s own LGBTQIA advocate.
“In fact, gender has never played a role inside our workplace. You wouldn’t usually see someone like me, a member of the LGBTQIA community leading and partnering with a male-dominated area such as a manufacturing unit. But Mondelez Philippines’ manufacturing team has welcomed me very warmly. You are appreciated and recognized for what you can contribute and not how you identify yourself. Our policies also make our jobs and our home commitments much easier to manage. Because the company trusts us to do our best, we show our appreciation by being the best version of ourselves,” Sandoval added.
