VIA GRAPHIC PLUS — As diversity and inclusion practices become deeply integrated into Philippine workplaces, companies take varied approaches based on their industry, demographics, and realities.
For Unilever Philippines, a multinational, multigenerational fast-moving consumer goods company, it is an ever-evolving journey – one that is built on a strong foundation, deliberate action, and a culture rooted in belonging and unlimiting potential.
Unilever Philippines believes that to help build a more equitable world, its own house must be in order. Acknowledging the diverse life stages, family structures, and lived experiences of its workforce, the company developed an integrated workplace inclusion framework across three pillars: Care, Identity, and Community. This commitment was recently recognized at the UN Women 2026 Asia-Pacific WEPs Awards 2026 under the Gender-Inclusive Workplace category.
“True equity begins with recognizing that we don’t all start from the same place,” shares Geeta Royyuru, Unilever Philippines HR Head and Beauty & Wellbeing Greater Asia HR Lead. “At Unilever Philippines, we are focused on designing policies tailored to the unique realities of our people to ensure that everyone has the support and space they need to succeed.”
Care: Inclusive Caregiving & Parenthood
It takes a village to raise a child, and Unilever Philippines provides structural support for working parents. Internal HR data showed that parents relied on vacation or unpaid leave to extend recovery, caregiving time, and work reintegration, so the company strengthened its parental benefits far beyond national legal requirements.
Early this year, it extended fully paid maternity leave to 150 days for all eligible regular and probationary employees regardless of marital status, with an optional 30-day unpaid extension. Support continues through the Return Ready Programme and a 20-day Primary Caregiver Leave covering paternity, adoption, and same-sex partners, along with a 2-day Childcare Leave and an onsite daycare facility. Today, women make up half of the company’s workforce.
“The extended maternity leave has given me confidence that I can be successful in my career and build a family,” a Unilever employee said.
Identity: Gender Identity & LGBTQ+ Inclusion
In the Philippines, where same-sex relationships and transgender individuals lack formal legal recognition, Unilever Philippines has put workplace protections and support systems in place to help LGBTQ+ employees feel safe, respected, and supported at work.
Unilever Philippines officially recognizes same-sex domestic partners for medical benefit coverage and primary caregiver leave and established the Gender Transition Policy for transgender and gender-diverse members. These measures are reinforced by a strict zero-tolerance approach to harassment and discrimination and year-round efforts to build greater awareness and allyship. This includes the annual Pride Month celebrations and the local chapter of ProUd Network, Unilever’s global Employee Resource Group supporting LGBTQ+ employees and allies.
Community: Building Belonging Through Employee-Led Communities
Creating an inclusive culture goes beyond formal policies. Unilever Philippines also supports employee-led communities where colleagues can connect through shared experiences, interests, and life stages. Alongside ProUd Network, groups such as Parent Groups, and Fitness Clubs give colleagues opportunities to share experiences and build meaningful relationships. Over 300 employees, representing approximately half of the company’s head office workforce, actively participate in these spaces.
Designing Inclusion with Intention
These initiatives are the result of intentional collaboration among business functions, experts, and leaders across Unilever Philippines.
This approach earned the company 1st Runner-Up in the Gender-Inclusive Workplace Category at the UN Women Asia-Pacific WEPs Awards, the premier regional platform honoring private-sector action aligned with the Women’s Empowerment Principles. The category recognizes companies that turn institutional intent into measurable workplace equity.
In 2027, Unilever Philippines will celebrate 100 years of positive impact in the country through household brands such as Dove, Knorr, Surf, and Rexona. As it marks this milestone, the company remains committed to driving positive change for society and the environment through innovation, sustainability, and purpose-led growth.
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