Diversity in businesses has come a long way. More businesses have been open to being allies of diverse communities through their branding. But more often than not, the support to these communities begins and ends every June or Pride Month. Representation is merely shown on their rainbow-colored logos or a diversity statement on their website, with little action taken beyond these symbolic gestures. This shows how our understanding of representation is only at the surface level, and we need to learn more about how we can fully support our diverse communities. Businesses need to be proactive in making sure that everyone, regardless of gender, identity, or background, is not only present, but heard, valued, and included in decisions that matter. What was once disregarded in discussions could be part of boardroom conversations and corporate strategies, and here’s why it is important for our businesses.
Why Representation Matters
For years, businesses have leaned on the “business case” for diversity, citing improved financial performance and better innovation. However, it is time to move beyond seeing representation as a box to tick. The real value lies in equity and justice wherein there is a space where everyone, regardless of gender identity, has access to growth and leadership.
Representation directly influences workplace culture and economic outcomes. It is good for the business and the people. According to the Diversity Council Business Blog, companies with inclusive cultures are six times more likely to be innovative and agile and eight times more likely to achieve better business outcomes. This includes having better growth in revenue, profit margins, and market share. Moreover, it also indicates how a business expands its growth through customer acquisition and internal retention rates because of its openness to diverse communities. When different perspectives are welcomed, businesses are better positioned to solve complex problems, understand emerging markets, and attract diverse talent pools.
There's Progress, But More to Do
Encouragingly, there has been visible progress in LGBTQ+ inclusion in the Philippine business landscape. In a 2024 Philippine Financial Inter-Industry Pride (PFIP) report, nearly 60% of Philippine companies now have LGBTQ+ inclusive policies, such as anti-discrimination clauses, support systems, and creating more equitable workplaces. This is a major leap from 2018, when it was reported that not a single Filipino company made it to the first SOGIE (Sexual Orientation, Gender Identity and Expression) Inclusivity Index and did not have any LGBT-inclusive policy.
In line with this progress, P&A Grant Thornton has been active in supporting LGBTQ+ inclusion and gender equality by joining a growing network of private organisations committed to fostering inclusive workplaces. The Firm recently signed a Pledge of Support with PFIP, a non-profit community of practice composed of LGBTQ+ employee resource groups and diversity advocates from private firms across the Philippines. The Firm also partnered with Philippine Business Coalition for Women Empowerment (PBCWE), through which we were recognised in completing Gender Equality Assessment, Results, and Strategies (GEARS) action items, affirming our promotion in workplace gender equality (WGE) and diversity, equity, and inclusion (DEI).
Beyond internal pride celebrations, the Firm took part in national conversations, including initiating discussion with the National Federation of Junior Philippine Institute of Accountants (NFJPIA) on challenging biases in the academe and workplace. This shows that our Firm is serious in promoting safe, inclusive, and informed spaces in the workplace by taking on awareness campaigns, leadership development, and community initiatives.
This positive change within just six years shows that inclusion for the LGBTQ+ community is gaining ground though it also reveals how this growing inclusivity toward gender equity not only in terms of identity and orientation, but also in addressing long-standing gender gaps affecting women. For example, the Philippines continues to make strides in narrowing the gender gap. The 2024 Global Gender Gap Report ranked the country 20th out of 146 nations—up five spots from the previous year, which attributed to stronger representation of women in politics and continued participation in the economy. Yet, challenges remain in leadership representation within the private sector and ensuring long-term parity.
In addition, the government’s recent directive, Department Order No. 251-25 strengthens the legal framework for gender equality. It mandates that employers assess and address gender biases in recruitment, training, compensation, and promotion. This regulation signals that gender equality is now an enforceable standard. This shows that there is progress in gender parity. Albeit this is good news for women in business, we also need to shift our focus on other gender identities and offer better opportunities for them.
What We Can Do
As individuals, teams, and businesses, we all have a role to play in ensuring meaningful representation. Here’s how we can start:
Be intentional in inclusion. Review our policies and everyday practices and see if they are accessible and equitable to everyone.
Support mentorship and growth. Create opportunities for underrepresented groups to advance into leadership roles based on their performance.
Challenge bias, even the subtle ones. Make room for different voices and perspectives. This is where we can see various fresh ideas from everyone.
Celebrate representation. Highlight achievements of diverse professionals all year round. Go beyond the usual celebration by holding seminars and giving them a seat at a table where they feel heard and seen.
Commit to learning. Diversity work is daily work. Stay engaged with evolving conversations around equity, identity, and systemic change.
If a business is an ally, then it should always be felt all the time. Belonging goes beyond the branding of the logos and seminars, but it also must reach bold actions and improved policies. In a country like the Philippines, where traditional cultural values intersect with global business norms, representation is both a challenge and an opportunity. And with this, businesses have the power to shape the future by choosing to reflect on it today.
As we move forward, the goal is not just for them to have a seat at the table, but to reshape the table itself, so it welcomes everyone.
As published in The Manila Times, dated 02 July 2025
