PEOPLE DEVELOPMENT
People Development
We commit to building a highly engaged, inclusive, and competitive workforce, as well as a workplace that provides equal opportunities, safeguards workforce well-being, and promotes professional and personal development, to support the company’s current and future strategies and its sustainable success. We also commit to reducing hunger in the communities we adopt via impactful access to nutrition through our products and the livelihood projects we support.
Employees
Diversity and Inclusion
Committed to building a talent pool that puts a premium on a variety of skills and potential, does not discriminate based on ethnicity, religion, or gender, and supports the different communities where our stores operate through local hiring
Our Board Charter states our Board Diversity Policy and commitment. Guided by our policies, our Humans Resource Department cultivates an inclusive workplace where all employees, with their multifaceted backgrounds, thoughts, and experiences, are valued and invited to contribute to our growth and success.
3,201
Total employees in 2024
(2023: 2725)
55,422
Number of training hours in 2023
Talent Development
Regarding our employees as partners in growing the business and investing in their professional and personal development
Spotlight Story
Century Leadership University
CNPF believes that people development is critical to an organization’s sustainability. Thus, in 2021, HR began its Century Leadership University to address gaps in technical, functional, and leadership capacities through individualized learning interventions and a competency-guided curriculum. Learning modules in finance, supply chain logistics, research and development, information technology, and sales were prioritized and conducted, and have since improved employee performance.
Century Leadership University also provided training programs to build leadership and management competencies for supervisors, middle managers, and executives across all our business units. As a company operating in a labor-intensive industry, it is important to improve core skills in leading teams and managing employee and labor relations through identifying, reporting, addressing, and mitigating work-related issues. We plan to expand and accelerate this for next-in-line leaders more systematically to bridge the readiness gap.
Employee Engagement
We conducted our first Organizational Health Assessment (OHA) in 2021 to gain a deeper understanding of our organizational strengths, our values, and ways of working. We received an above average score of 81%.
From the OHA survey, CNPF is working to improve as an employer to create a workplace that practices more open communication lines, feedback, and mentoring; nurtures interpersonal relationships within teams and with leaders; recognizes and appreciates efforts; and supports people to fulfill their jobs. The assessment also resulted in having quarterly town hall meetings to share business updates and align on CNPF’s direction. These town halls also serve as a venue where employees can openly raise questions and where we can reinforce the core values and celebrate wins. Aside from these, we also digitized our company newsletter, Centurion, to reach more people as an important channel that keeps employees in the loop on our policies, activities, social events, and other company news.
Sibol Awards
We aim to build a culture where sustainability is at the center of what we do and how we make decisions. Through our company-wide annual “Sibol Awards”, we instill this purpose-driven mindset by empowering our business units to implement sustainability projects that drive our Sustainability Framework. In 2023, the highest honors were bestowed upon the unMEAT Brand, the Tuna business, and the Sardine business for their outstanding contributions.
Workplace Safety
Committed to creating decent and safe working conditions for our employees working in our plant facilities, on the field, and in our corporate offices, as well as our contractors and subcontractors to prevent injury, illnesses, death, and health risks
We fulfill this through our Policy on Health, Safety and Welfare of Employees, in full compliance with RA 11058 and the Department of Labor and Employment (DOLE)’s standards.
For every business unit, we have a governing Health and Safety Committee whose primary role is to oversee and safeguard the workplace. The Health and Safety Committee, supported by Safety Officers and marshals on the ground, functions to develop and roll out accident prevention and response programs.
Oplan Ligtas Lahat: COVID-19 response
Partnering with RelianceUnited, a wholly-owned subsidiary of United Laboratories, to roll-out our Oplan Ligtas Lahat program
In 2021, CNPF rolled out a voluntary company-wide vaccination and booster program for employees, their dependents, and key suppliers. As of December, 99.71% of our total workforce in the Philippines have received two doses of vaccination against COVID-19.
Overall health, well-being, and human rights
CNPF promotes the overall health and wellbeing and upholds the rights of our people. As outlined in our Policy Statement on Human Rights, how we manage our business and interact with our stakeholders are guided by the Labor Code of the Philippines (P.D. No. 442 as amended, s. 1974) as well as global frameworks like the International Human Rights principles of the Universal Declaration of Human Rights and the United Nation Guiding Principles on Business and Human Rights.
We prohibit all forms of sexual harassment in our workplaces and in all business endeavors. Our Anti-Sexual Harassment and Safe Space Policy upholds our core value of Respect for Individual and ensures that our working environment supports the dignity, self-esteem, and security of individuals at all times. The Committee on Decorum and Investigation on Sexual Harassment Cases, primarily composed of and chaired by women from managerial, supervisory, and rank and file levels, is tasked to investigate and address complaints of gender-based sexual harassment and their immediate resolution.
All plant employees are covered by HMO and have access to medical services, such as regular consultations, both remote and in-person, annual physical examinations, and vaccinations. CNPF also prioritizes mental health, recognizing that emotional, psychological, and social well-being enables people to overcome challenges, have good relations, and realize their potential. Our Policy and Program on Mental Health in the Workplace, instituted in 2021, articulates our obligation to promote mental health in the workplace. In compliance with R.A.s 11036 and 11058, the policy and program ensure that CNPF employees have access to adequate mental health services, treatment, and reasonable work arrangements. The HR team works with the Health and Safety Committee to further champion mental health through communicating awareness, identifying, and managing work-related stressors, and promoting work-life balance.
Community Engagement
Job Creation and Livelihood Support
In 2024, CNPF supported over 29,000 jobs, comprising of full-time employees, that of our subsidiaries and affiliates, outsourced workers, as well as jobs indirectly supported through our business relationships, such as project-based staff, consultants, exclusive corporate distributors, and employees of suppliers, vendors, contractors, and supply chain partners that are primarily dependent on CNPF.
Spotlight Story
Zero Hunger Alliance
The Zero Hunger Alliance is a multi-sectoral initiative led by Century Pacific Group’s RSPo Foundation, in partnership with Gawad Kalinga, government agencies, local communities, and academic institutions. Its mission is to help end involuntary hunger in the Philippines through a holistic 5M approach: Magpakain (feeding), Magpakalusog (nutrition education), Magtanim (community food farming), Magtulungan (multi-sector collaboration), and Magkonek (digital mobilization). Anchored on sustainable and community-driven strategies, the alliance seeks to foster long-term food security, especially for children and vulnerable groups, while empowering local stakeholders to take ownership of the solution.
In 2024, the Alliance made significant strides in its mission, serving a million meals to children across the country. Beyond feeding programs, the Alliance activated 400 Family Health Champions and established 130 community food farms. It also hosted seven Zero Hunger Summits, including its flagship event in Iloilo, which convened over 200 partners and changemakers. Notably, Bacnotan, La Union — a model for the 5M approach — was awarded the “Walang Gutom Award” and PHP2 million in livelihood funding from the Office of the President. These accomplishments underscore the Alliance’s commitment to a united, scalable, and sustainable approach to ending hunger in the Philippines.
