Employees, Customers, Suppliers, Creditors and Communities
2023 Stakeholder Engagement Results
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Suppliers and service providers |
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Regulators and government bodies |
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Communities |
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Customers of SBUs |
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I. Employees
The Company complies with the standards and policies set by the Department of Labor and Employment. Likewise, the Company has Security and Safety Manuals that are implemented, reviewed and regularly updated to ensure the security, safety, health, and welfare of the employees in the workplace. The Board also establishes policies, programs and procedures that encourage employees to actively participate in the realization of the Company’s goals and its governance including but not limited to:
- Health, Safety and Welfare – Health, Safety and Welfare Policy
- Training and Development – 2023 Digital Annual and Sustainability Report – Leadership and People Development; Digital Transformation and Customer Centricity
- Rewards, Compensation and Benefits
A. Health, Safety and Welfare
Foster the health and well-being of our people
Worker safety and wellbeing are of utmost importance. To support the physical and mental health of our employees, we continued to improve our office spaces and included areas where people can work, eat, and relax. To provide a space that caters to new workplace realities, workspace renovations took place. Aside from this, to strengthen the culture of well-being, monthly webinars were conducted on diverse topics from subject matter experts. To check the health of employees, an Annual Physical Examination was likewise made available.
Pulsed our needs through employee listening and targeted our actions via analytics
We kept abreast of our people’s needs through employee listening initiatives. Through seamless surveys and clear analytics dashboards, we can ensure targeted action planning that drives our employee engagement.
Improved employee services via digitalization
Access to efficient employee services on an online platform was made possible through the Company's internal Employee Service Portal. To provide a delightful employee experience, the Company’s business units continued to utilize the Darwinbox human resource management platform with modules in Recruitment, Performance, Career Development, and more. Implementation of the Darwinbox platform was also expanded to more business units.
Embraced the hybrid environment to engage and recognize our people
We built connections with each other through groupwide and localized engagement and recognition initiatives. Likewise, we adapted by socializing our values and culture through hybrid events that were accessible to both onsite and online participants, resulting in better choices for our people.
Great Place to Work
The Company achieved a milestone by securing a Great Place to Work certification last year.
“Be A Hero” Campaign
In 2023, the culture team of the Company’s Corporate Human Resources Group strengthened the Company Purpose, Values, and Ambition (“PVA”) awareness through online and onsite activations.
Blood Donation Drive with Philippine Red Cross
As part of the OSH initiatives pursuant to the Company’s advocacy to provide impactful ways for individuals to make a positive difference in the lives of others and contribute to the overall health and well-being of the community, an onsite blood donation drive in partnership with the Philippine Red Cross was held in 2023.
Pride in Performance Awards
At last year’s annual Pride in Performance (“PIP”) Awards, teams that exemplify JGSHI's PVA in their endeavors were recognized and celebrated. The 13th edition of the PIP Awards had “The Great Big Leap” as its theme, highlighting the outstanding projects and initiatives from the past year that significantly contributed to the group's success, positively influencing stakeholders and the numerous customers it serves. The PIP Awards are discussed in more detail in https://www.jgsummit.com.ph/people-culture/the-gokongwei-group-s-13th-pip-awards-celebrating-purpose-values-ambition-20230912-lfrm3
B. Training and Development
The Corporate Human Resources Group of the Company conducts various trainings for its key officers and employees, as follows:
- Leaders’ Conferences – strengthens enablement of skills for CHRO, CRO and OCFRO functions held in March, June and July, 2023, respectively
- Executive Development Program – catered to over 150 graduates, such as i.) Executive Development Program: EVOLVE (35 leaders); ii.) Executive Development Program: ADVANCE (35 leaders); iii.) Executive Development Program: INSPIRE (35-47 leaders); and iv.) Executive Development Program: Executive Coaching (20 leaders)
- Individual Development Plan - With a KPI of 75%, CCU adoption exceeded this target at 81% compliance and 210 employees who submitted their IDPs.
- Craft Café - provided for opportunities for people’s continuous growth and development were identified for more focused efforts, a total of 4 Craft Café learning sessions were introduced as pilot courses for 2023, which garnered a 4.5 average rating with a total of 53 attendees.
- LinkedIn Learning - ensure continuity and reinforcement of leadership learning via the online platform that can also help support self-directed learning.
C. Rewards, Compensation and Benefits
Rewards policy that accounts the company's performance in the long-term
At JG Summit, we firmly believe that good governance is the cornerstone of sustainable success. As we strive to attain excellence in corporate governance, we recognize the crucial role that rewards programs play in aligning the interests of our employees and stakeholders with the long-term goals of the company. Our commitment to fostering a culture of accountability, transparency, and ethical behavior is reflected in the design and implementation of our rewards programs, which effectively account for the company's performance in the long term.
Performance-Based Compensation
Our rewards programs are structured to emphasize performance-based compensation, ensuring that the financial incentives provided to employees are directly linked to the company's long-term success. We have implemented a comprehensive system that combines individual and team performance metrics with strategic objectives, enabling us to reward employees based on their contributions towards sustainable growth.
Balanced Scorecard Approach
To account for the company's performance holistically, we have adopted a balanced scorecard approach in our rewards programs. Beyond financial metrics, we consider a wide range of key performance indicators (KPIs) that align with our long-term strategy, including customer satisfaction, innovation, employee engagement, social responsibility, and environmental sustainability. This approach helps foster a well-rounded performance evaluation and rewards system, where employees are incentivized to contribute to the company's overall success across multiple dimensions.
Performance Assessment and Goal Setting
Our rewards programs go beyond annual performance evaluations. We engage in regular performance assessments, allowing us to review progress towards long-term goals and make necessary adjustments. Through this process, we provide employees with constructive feedback and set new targets, reinforcing our commitment to continuous improvement and long-term success.
Transparent Communication
Transparency is a fundamental aspect of good governance, and we prioritize open communication throughout our rewards programs. Employees are provided with clear guidelines and expectations regarding their performance assessments, rewards criteria, and the company's long-term objectives. Regular communication channels are established to share updates on progress and reinforce the link between performance and rewards, fostering a culture of trust and accountability.
Conclusion
At JG Summit, our rewards programs are designed to account for the company's performance in the long term, reflecting our commitment to good governance and sustainable success. By embracing performance-based compensation, adopting a balanced scorecard approach, engaging in regular performance assessments, and promoting transparent communication, we strive to ensure that our rewards programs effectively align the interests of our employees and stakeholders with the long-term goals of the company. Through these efforts, we demonstrate our dedication to fostering a culture of accountability, transparency, and ethical behavior, which underpins our pursuit of excellence in corporate governance.
II. Customers’ Welfare
The Company adopts customer relations policies and procedures to protect the customer’s welfare. This includes providing and making available the customer relations contact information empowered to address and attend to customer questions and concerns.
III. Supplier & Contractor Selection
The Company follows the Supplier Accreditation Policy to ensure that the Company’s suppliers and contractors are qualified to meet its commitments. Apart from the accreditation process, suppliers and contractors also undergo orientation on Company policies and ethical practices.
Supplier Accreditation PolicyIV. Creditors
The Company honors its contracted obligations and ensures the protection of creditors’ rights. The policy is posted on its website under the Governance section.
Protection of Creditors Rights PolicyV. Communities
The Company conducts various projects for its communities discussed in “Our Signature Initiatives” and “Shared Success” of the Annual Report.