Diversity And Inclusion

In SMC’s Human Resources Manual, Section 9 on Recruitment and Hiring, it is stated, “All applicants are considered regardless of gender, civil status, religion, or physical ability, provided that the minimum education requirement and competencies required by the position are fulfilled.”

We are indeed an equal opportunity employer that hires based on the personal skills, knowledge, and capabilities of each candidate. The following standards of conduct, as codified in our Recruitment Policy, Company Rules and Regulations, and Employee Handbook, guide our hiring process:

• Respect for people: Recognize each other as individuals and commit to nurturing each other’s individual capabilities.

• Integrity: Conduct business in a manner, which is ethical, fair, and right, and in all reasonable circumstances, above reproach.

• Manpower selection and placement policy: Base selection process on merits and aptitudes.

• Diversity and gender equality:

  • Adhere to Republic Act No. 6725, which protects against the discrimination of women with respect to the terms and conditions of their employment.

  • Observe the Anti-Discrimination Act of 2017, which protects employees from discrimination in all operations.

  • Do not consider age, gender, religion, ethnic affiliations as bases for prospective employment.

• Do not condone the use of child labor, nor practice forced or compulsory labor.

At SMC, we value gender diversity in the workplace. We believe that promoting gender inclusivity not only benefits our employees but also contributes to the success of our business. We know that a diverse workforce brings unique perspectives, experiences, and ideas to the table, leading to greater innovation, creativity, and problem-solving. That is why we have implemented policies and practices that uphold gender equality, such as offering equal opportunities for career development and advancement, providing equal pay for equal work, and fostering a safe and supportive environment that is free from discrimination or harassment. Consistent with this, we fully comply with the Safe Spaces Act (Republic Act No. 11313), which aims to protect individuals against sexual harassment. We stand firm in our commitment to promoting a workplace free from all forms of gender-based misconduct and where everyone feels respected, valued, and protected.

We know that a diverse workforce brings unique perspectives, experiences, and ideas to the table, leading to greater innovation, creativity, and problem-solving.

In 2022, there were no reported incidents of discrimination within the Group.

We recruit and reward employees based on merit. We give opportunities to individuals, especially those belonging to our fence-line communities, regardless of their social status. While the Company has no formal hiring policy for ethnic minority groups, we actively support the programs of our subsidiaries for their respective communities.

For instance, Petron’s Bataan Refinery gives members of Aeta communities the opportunity to be employed at this facility through an apprenticeship program. A number of members of these communities have successfully finished the training program and have been gainfully employed. This has inspired other members of the indigenous group to apply for similar apprenticeships.

The distribution of work location throughout the different regions of the Philippines generally reflects the Company’s size of business in these areas. We recognize the value of onsite presence in each region in terms of better understanding and quicker response to market developments, easier access to local suppliers and direct contribution to local employment. At all facilities and offices nationwide, we prioritize local hiring.

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