Empowering an Agile Workforce
Our people are at the frontlines of our operations and they make it possible for us to achieve our goals. Their welfare and development is therefore of primary importance to us.
To ensure that our people grow within the organization, we have established performance management systems in all our offices and sites, and implement individual development plans as well. Regular discussions and transparent feedback between immediate supervisors and staff help guide career growth and ensure high levels of employee engagement and satisfaction. Where possible we hire locally to fill our vacancies.
With respect to compensation and benefits, we understand the need to stay competitive in the industry and market. EDC complies with minimum wage standards and updates its minimum hiring rates for rank and file employees in all our operation sites based on current wage orders. EDC also benchmarks its rates with energy industry standards. EDC aims to send the right message and deliver the appropriate total value. At the same time, EDC strives to identify the optimal mix of rewards and recognition mix (monetary and non-monetary) to attract, retain, engage and effectively motivate all employees. EDC also provides retirement benefits for its regular employees.
In all our operations, we demonstrate respect for human rights. EDC does not practice forced or compulsory labor, nor do we employ child labor.
Good management-employee relations help maintain industrial peace. We manage any risks of work stoppage by actively promoting harmony in the workplace through regular communication and dialogue, good faith and transparency, fairness and cooperation.
EDC’s Policy Manual contains a specific labor-relations policy. This includes provisions for the creation of labor-management councils in all our collective bargaining agreements.
We respect freedom of association and establish strong and cooperative relationships with our labor unions. Regular dialogue helps EDC manage the needs and concerns of the workforce and allows us to assess and evaluate our performance in this regard.
Our workforce and contractors’ health and safety is our top priority.
EDC’s OHS management is aligned with the requirements of ISO 45001. Our new Corporate Health and Safety Policy provides for a safe and healthy working environment for all employees, contractors, and various stakeholders. Our Health and Safety Center of Excellence translates this policy into health and safety strategies, programs, and standards, which are communicated and applied consistently across EDC. We also comply with international guidelines and standards on labor and occupational health and safety (OHS).
EDC employees comply with our OSH programs and policies. Our partner contractors share in this responsibility for health and safety and are required to have their own OHS initiatives that are aligned with EDC’s programs. We conduct fleet-wide safety training with experts for employees and contractors to ensure safety management throughout operations. We have a Contractor Health and Safety Management Program, which requires them to attend and pass the Safety Passport Training before entry and work in EDC workplaces. Our third-party agreements also require compliance with the Independent Contractor Health, Safety, and Environment Requirement.
We measure our performance and the effectiveness of our Health and Safety Management System. We practice incident reporting and record management to collect, maintain, and monitor all necessary health and safety performance data.
EDC exerts significant effort to improve on safety performance. To do this, we conduct regular assessments, as well as internal and external audits to ensure that we are meeting our goals and effectively managing OHS risks in our workplaces. Our targets are zero fatality, zero lost-time incidents, and a total recordable incident rate of 0.1.
EDC provides our people with the training and development that will help them be the best in their chosen fields. Well-trained and motivated employees will strengthen our leadership in geothermal power and boost our global reputation. Therefore, it is our policy to support employee training and education, both in the Philippines and abroad, and to finance relevant postgraduate courses and training in specialized non-degree courses.
EDC also implements a leadership development program to support succession planning and management. We monitor the career development of each person on our team to ensure their growth in the company. We EDC also invests in upgrading skills and promotes lifelong learning programs to ensure their continued employability and to facilitate their transition to retirement.
EDC is an equal opportunity employer and we uphold this principle in our workplace and across all our sites. We do not discriminate against any persons seeking employment with the company and treat everyone with the respect and dignity that they deserve. EDC’s Wage and Salary Administration Policy guides our approach to promotions in the company. We evaluate, appraise, and compensate our employees based on their performance in the company.
We remain cognizant of the direct and indirect impacts of our business operations to our host and neighboring communities within all our project sites. At various stages of development and in the course of our operations, our facilities may have varied levels of impact on our neighboring communities.
Guided by our Corporate Social Responsibility (CSR) Policy, we strive to enhance the positive impacts we bring to our host communities and address development issues such as poverty and lack of access to basic services. We firmly believe that our presence helps catalyze our host communities towards positive and productive action.
Ultimately, our strategic CSR programs aim to empower our different stakeholders and partner communities towards becoming proactive and self-reliant agents of their own development to break the cycle of poverty and dependence.
We monitor and measure our impacts based on project objectives, quantitative targets, and simple cost-benefit analysis. We also monitor and evaluate each project through our bi-annual Social Acceptability Monitoring, Sustainability Assessment Tool, and Social Impact Assessment, all of which have been developed based on widely accepted local and international literature and methods. Our social development initiatives are guided by both local CSR regulations and international standards and best practices in community engagement.
Guided by a strategic framework, our approach to social responsibility supports not only the growth and profitability of our business, but also the continued protection and sustainability of the environment and its natural resources and the long-term improvement of the quality of life of all our host communities.
Our commitment to social responsibility is evident in how it is managed—it is an issue that is tackled at the highest level of our organization. Our board of directors has a CSR Committee, composed of at least three members of the board. As such, they provide leadership and oversight over the management of our strategic CSR programs, which, in turn, enable the company to deliver effective CSR initiatives that contribute greatly to our triple bottom line.
Our Corporate Social Responsibility Head Office Team (CSR-HO), on the other hand, oversees the systems and structures related to our strategic CSR portfolio and provides direction on policy implementation. As such, it provides technical assistance to our on-site CSR and Watershed Management Section (WMS), both of which form teams on the ground and at the national level which activate partnerships to help us achieve our strategic CSR goals.
Accordingly, EDC establishes a Community Partnerships Department (CPD) in each of its project sites across the country. At the community level, the CPD teams develop and operationalize our CSR agenda and serve as the company’s front-liners to implement its strategic CSR programs and activities.
EDC respects the rights of indigenous peoples to their ancestral domains and their ways of life. We ensure that our operations and activities do no harm to these communities and implement programs to promote their development.
EDC is committed to upholding and protecting human rights at all levels of the organization. We exert efforts to ensure that the rights of our people are respected and protected. These rights include the right to a safe workplace and protection from unjust practices. We assess our operations, including investment agreements and contracts, for any potential risks or impacts on human rights.
EDC’s shares its commitment to protect our labor force and promote employee rights with our network of suppliers. We only engage with legal contractors that operate in compliance with labor laws and with no labor or human rights cases filed against them. The terms and conditions of our contracts require that our independent contractors strictly abide with all applicable laws governing labor, employment, and contracting.
Our contractors must fulfill all its legal obligations to their personnel. This includes the provision of compensation, wages and or fees, and all mandatory benefits related to labor, social security, health and taxes. We require our business partners to submit an affidavit of compliance with minimum wage and other government mandated benefits, such as SSS and PhilHealth. This submission comprises part of our vendors’ documentary requirements for payment.
EDC operates in compliance with the labor laws and upholds human rights in all our sites and facilities. We also engage our stakeholders –employees, customers, and shareholders—in this effort.
EDC has a Whistleblower Policy, which encourages our stakeholders to raise serious concerns involving labor practices and human rights violations. This includes reporting illegal and questionable activities or omissions, unethical behavior, fraud, and other malpractices prior to seeking resolution outside the company. The policy also protects those who report on such matters from harassment, retaliation, reprisal, or any adverse consequences. Our Whistleblower Policy provides the procedures for whistleblowing, as well as the rights and responsibilities of the involved parties.
The Human Capital
Our human capital consists of our highly engaged workforce and their combined knowledge, skills, capacities, and experience. We rely on their unwavering commitment, motivation, and willingness to lead and respond in growing our business and even more during challenging times.
Our sense of organizational agility compels us to deliver customer-centric solutions and innovations through self-organized teams who can pivot and prioritize quickly in an ever-evolving business environment. In pursuing this chosen path, EDC will unlock the potential of its diverse workforce to create a mission-driven organization that makes work fulfilling and fun, and gives our people a deep sense of belonging.
Our sense of organizational agility compels us to deliver customer-centric solutions and innovations through self-organized teams who can pivot and prioritize quickly in an ever-evolving business environment. In pursuing this chosen path, EDC will unlockunlocks the potential of its diverse workforce by creating a mission-driven organization that makes work fulfilling and fun, and gives our people a deep sense of belonging.
We know that our people are our most important asset to achieve this new mission. We will thus continue to develop our workforce by integrating various human resource management systems, as well as creating a common culture across the organization, to benefit from the deep well of their expertise and experiences. We focus on key competencies that serve as our foundation for hiring and recruitment, training and development, performance management, and remuneration and rewards.
All these are implemented and combined with our efforts as a good corporate citizen, wherein we ensure compliance with all applicable national labor laws and standards, as well as all applicable international labor conventions entered into by the Philippine government. According to these standards and conventions, we have adopted policies on human rights, diversity and inclusion, and corporate social responsibility (CSR) for all our internal stakeholders. Additionally, we conduct a regular risk assessment to evaluate where we stand with regards to our human capital performance, and then develop and adopt appropriate measures to address these risks.
Harnessing the potential of our workforce and drawing the best from them is one of our primary responsibilities. EDC strives to create a work environment where people can not only learn and advance their careers, but where they can also feel valued, recognized, and rewarded. Beyond this, we strive to make our mission and vision resonate with our employees by helping them find meaning and purpose in their work.
The Human Resources Management Group (HRMG) leads EDC’s initiatives related to the care and promotion of our human capital. The HRMG adopts the same collaborative approach taken across our entire business and works with the teams that tackle strategy, culture, organizational development, and talent management, all while taking overall direction from the Senior Leadership Team. As a result, our human resource management is fully aligned and integrated with our overall business objectives and goals.
While EDC’s commitment to the health and safety of its employees has always been integral to its operations, it has never been more pronounced as in 2020, when the health and safety of all our employees was compromised by the invisible threat of COVID-19. As such, our Occupational Health and Medical Services (OHMS) Team had to act fast, collaborate well with other groups, and then pivot its programmed activities several times to better respond to emerging and imminent needs related to the pandemic.
At the first instance that the novel coronavirus was discovered to be transmissible among humans, EDC convened a Corporate Incident Management Team to enforce proactive preventative measures to protect employees from the risk of COVID-19. While these measures had been put in place as early as February 2020, we continuously improve and adjust our policies and protocols as the situation unfolds and as more robust scientific information becomes available.
To help our employees monitor their health status while minimizing contact, risk, and exposure, we also explored the delivery of our fleetwide Annual Health Examination (AHE) through drive-thru and home services. For employees who needed to go to an actual clinic or hospital, we checked our accredited health facilities across the country to ensure that they have COVID-prevention protocols in place. In cases where an employee or their dependent has been exposed to or afflicted with community-acquired COVID-19, we also fully supported them by referring them to testing and treatment facilities until their complete recovery.
Mindful of their current home office setups, we also offered to provide ergonomic chairs and computer accessories to our employees who were working from home. We also facilitated the pilot run of a fleetwide wellness program for Control Room personnel who were sheltered-in-place in our project sites. The program aims to identify and address various ergonomic issues in the workplace, as well as aspects of well-being such as nutrition, mental health, and lifestyle. If successful, the wellness program will be rolled out fleetwide to the rest of our employees.
The OHMS Team, as our subject matter experts on health, has also taken a critical role in strengthening our partnerships with local governments and health facilities. This includes working with the Corporate Social Responsibility (CSR) Team and the local governments to set up RT-PCR testing laboratories in the communities where EDC’s project sites are located. Members of the OHMS Team continue to hone their knowledge and skills in various areas related to the curtailment of the COVID-19 pandemic, such as contact tracing and workplace infection management.
Human Capital Data
Total Number of Employees
Total Number of New Hires
Hours of training 2020
Programs for Upgrading Skills and Transition Assistance Programs
No. of Participants
Leaders Coaching Leaders
Blended Learning on Project Management
G Suite Learning Series
Counter Attack Cyber Attack: Learning the Basics of Cyber Security
Agile Learning Series
Business Casing 101
Excel in EDC through MS Excel
Managing Difficult Conversations
New Supervisor Development Program
Managing Anxiety and Building Resiliency in this Time of Crisis
Technical Report and Business Writing Workshop
Innovation through Design Thinking
Learning the Language of Business: Accounting 101, Understanding Financial Statements, Basic Financial Modeling
The Complete Digital Instructor Course
Total Number of Employees Trained on Human Rights Policies or Procedures
OCCUPATIONAL HEALTH AND SAFETY
Health and Safety Performance 2020
Total Recordable Incidents
Lost Time Incidents
Restricted Work Activity
Days Away from Work Cases
Total Recordable Incidents
Cumulative Man Hours
Total Recordable Incident Rate