Social Social


We continuously create value for all our stakeholders by rewarding the commitment of our A-people, contributing to the growth of our communities, delivering a positive customer and shareholder experience, and guaranteeing the respect of all basic human rights.
our goal We implement sound labor practices in the workforce and operate responsibly in the communities where we are present. 

We are partners with our stakeholders in the creation of shared value through meaningful engagements. Our engagement with our customers, team members, and communities enable us to constantly improve our business practices in order to make more contributions to social development.

Talent Management

Anticipating business disruption, mitigating talent management risk, and building organization capability and a future workforce to support enterprise long-term strategy, are just some of the realities we all face today.


At the foundation of everything we do, we create an environment and build a culture centered on our core values of integrity, teamwork, innovation, and responsibility.


In the Aboitiz Group, building human capital is one of our four strategic pillars. For us, this means being able to support the execution of the Group’s strategies through people. We invest in resources and implement relevant programs that are focused on attracting, optimizing, and retaining the right talent. We also deliver an engaging talent experience through a seamless end-to-end HR service delivery.

Strategic Growth Drivers
Social Growth and Innovation Mindset
Social Shift to
Consumer Areas
Social ASEAN
Social Digital Transformation
Social Social Social Social Social
Build Human Capital To attract, optimize, and retain our A-people in order to support the Group’s strategic growth plans.
Anticipate strategic talent needs aligned with business direction
  • Strategic Workforce Planning (SWP)
  • Talent Assessments
Actualize a compelling employer brand
  • Employer brand activation and communication
  • Talent Relationship Management
Enable a high performing organization
  • Aboitiz Academy Core and Effectives
  • Mentoring Partnerships Learning Platform / E-learning
  • Competency Management
  • Performance Management
  • Project Me
Build the talent pipeline and develop leadership to support growth
  • Succession Management
  • Key Talent Reviews High Potential Identification and Development
  • Leadership Development
Cultivate a culture of values and engage the right talents
  • Engagement Programs
  • Engagement Surveys
  • Recognition Programs (DRAAE, Team Awards)
  • Total Rewards Management
HR Delivery Service
Deliver an engaging talent experience
  • Digitize and optimize end to end HR processes (MyTX)
  • HR Capability Building
  • HR Governance (talent risk, regulatory compliance, group policies and guidelines, ESG)
  • Talent Analytics
  • HR Shared Services
Occupational Health and Safety

The Aboitiz Group believes in managing risks well in order to pursue growth. Strict standards and risk management systems are in place to ensure that our workplace and operations are safe, compliant with regulatory requirements, and considerate of the best interests of our team members’ wellbeing.

results Total Recordable Frequency Rate (TRIFR) FY 2020 The Total Recordable Incident Frequency Rate (TRIFR) is the number of fatalities, occupational illnesses, and loss time injuries for the reporting year per million hours worked, calculated using the formula:
(Number of incidents in the accounting period) / (Total hours worked in accounting period) x 1’000’000
TRIR (data covered 100% Employees)
Zero Fatality Incidence (data covered 100% Employees)
The data is collected from the parent company and the business subsidiaries including AboitizPower, Pilmico, UnionBank, AboitizLand, and Aboitiz InfraCapital.
0.18 LTIFR (Employees)
100% Data Coverage (as % Employees)
0.41 LTIFR (Contractors)
100% Data Coverage (as % Contractors)
results Lost Time Injury
Frequency Rate (LTIFR) FY 2020
The LTIFR is the number of lost-time injuries per million hours worked, calculated using the formula:
(Number of lost-time injuries) / (Total hours worked in accounting period) x 1’000’000
Social Policies


The Group is guided by applicable Occupational Health and Safety Standards set by the Department of Labor and Employment (DOLE). Part of our IMS is to recognize and identify health and safety risks, and implement policies and processes to mitigate and address these risks.

AEV and its subsidiaries’ occupational health and safety guidelines cover both organic and contracted employees working in our facilities. Contractors may have no employer-employee relationship but are, nonetheless, covered by the company’s “prevailing influence.”

“Prevailing Influence” is when contracted employees are required to adhere to safety rules and regulations laid down by the Company, or to use methods, processes, or other techniques provided by the Company.

Aboitiz follows a process of hazard aspect identification, risk assessment, and setting out of controls (HAIRADC process) through the different Safety and Health, Environment, and Security Teams in the Group. Results of these processes are evaluated and included in our Operational Risk Management Plans.


Human Rights Aboitiz supports the Ten Principles of the United Nations Global Compact on human rights, labor, environment, and anti-corruption.

We committed to make the UN Global Compact and its principles part of the strategy, culture, and day-to-day operations of our company; and to engage in collaborative projects that advance the development goals of the United Nations, including its Sustainable Development Goals.

Principle 1  Business should support and respect the protection of internationally proclaimed human rights.

Principle 2 Business must make sure that they are not complicit in human rights abuses.

We uphold and respect the human rights of our team members, customers, suppliers, business partners, and communities by continuously conducting human rights assessments in the different value chain processes of the company.