As part of the company’s commitment to developing an integrated workplace inclusion framework across three pillars: Care, Identity, and Community.
At the UN Women 2026 Asia-Pacific WEPs Awards, multinational fast-moving consumer goods (FMCG) giant Unilever Philippines was recognized as the first runner-up in the Gender-Inclusive Workplace category.
The WEPs Awards is recognized as the premier regional platform honoring private-sector action aligned with the Women’s Empowerment Principles.
In the specific category, companies that turn institutional intent into measurable workplace equity are being honored.
The said recognition comes as the company acknowledged the diverse life stages, family structures, and lived experiences of its workforce by implementing gender-inclusive workplace practices.
“True equity begins with recognizing that we don’t all start from the same place. 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,” noted Geeta Royyuru, Unilever Philippines HR Head and Beauty & Wellbeing Greater Asia HR Lead.
In the first pillar, which is Care, the company said that it is providing 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,” it shared with Trendrod.
Thus, in early 2026, Unilever Philippines extended the fully paid maternity leave to 150 days for all eligible regular and probationary employees, regardless of their marital status, with an optional 30-day unpaid extension.
Moreover, the company also said that its 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.
Meanwhile, in the Identity pillar, the company also put in place workplace protections and support systems in place to help LGBTQ+ employees feel safe, respected, and supported at work.
It is especially vital, as same-sex relationships and transgender individuals lack formal legal recognition in the Philippines.
Unilever Philippines disclosed that it 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,” it added.
Among these programs are the annual Pride Month celebrations and the local chapter of ProUd Network—which is Unilever’s global Employee Resource Group supporting LGBTQ+ employees and allies.
Lastly, in the Community pillar, the company said that it supports employee-led communities where colleagues can connect through shared experiences, interests, and life stages.
Thus, it has groups such as the Parent Groups, and Fitness Clubs, which give employees 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. Inclusion with Intention
The new recognition comes as Unilever Philippines is set to celebrate 100 years in the country, with its presence felt through household brands such as Dove, Knorr, Surf, and Rexona.
