Diversity Analysis On Unionbank

UNIVERSITY OF THE PHILIPPINES DILIMAN EXTENSION PROGRAM IN PAMPANGA
CLARO M RECTO HWY, CLARK FREEPORT, MABALACAT, PAMPANGA
Diversity Analysis
Unionbank of the Philippines
In partial fulfillment of the course BM 104: Organizational Behavior
Submitted by:
Canlas, Daphne Anne P.
Cunan, Patrick
Submitted to:
Prof. Nerissa Calma
Table of Contents
I. Abstract
II. Company Profile
A. Company name
B. Company Logo
C. Company Type
D. Location
E. Mission
F. Vision
G. History
H. Organizational Chart
I. Human Resource
III. Diversity Analysis
A. Forms of Diversity that Exist in the Organization
■ Gender Diversity
■ Sexual Orientation Diversity
■ Age Diversity
B. Approaches Implemented in Managing Diversity
■ Brand Image
■ Affirmative Action
■ Maximizing the Performance of All Employees
■ Focused similarities
■ Fostering an Inclusive Environment
C. Benefits and Challenges of Diversity in an Organization
■ Benefits
● Pool of Dynamic Ideas
● Global Opportunities are open

● Improved organization’s culture
● Improved company’s brand
● Better customer service
■ Challenges
● Similarity-Attraction Phenomenon
● Subgroups of Forming of Cliques
● Stereotypes
● “Glass Ceiling Issue”
D. Employees Perception on Diversity
E. Conflict Management
F. Important Milestones of the Company on Diversity Management and its
Contribution to Business Sustainability
G. Policies and Practices in a Diversified workplace
H. Parties involved in Diversity Management
I. Overall Impact of Diversity in an Organization
IV. Conclusion
V. Recommendation
VI. Acknowledgement
VII. References
I. Abstract
The purpose of this research is to show how diversity plays a significant role in the
workplace which in this research is the Unionbank of the Philippines. With the help of our
resource person Ms. Shirley Canlas, the branch manager of Unionbank of the Philippines
Angeles City who has been with the company for 24 years, the group aims to identify the forms
of diversity apparent in UBP, the benefits and challenges the company faces with regards to
diversity, the implications and methods the company practices in managing diversity and the
contributions of diversity to their endeavors on business sustainability.
II. Company Profile

A. Company name
Unionbank of the Philippines
B. Company Logo
C. Company Type
Union Bank of the Philippines, a publicly-listed universal bank, differentiates itself by
having high level of technology, unique branch sales, customer-oriented service, and centralized
backroom operations. UnionBank guarantees its customers systematic and top-notch services by
over-the-counter transactions and online banking. Quality service with the help of its centralized
operations is fast, secure, and convenient both personally and virtually. The company is now
developing and constantly gearing itself towards digitization which is made possible with their
premier technology.
D. Location
Unionbank of the Philippines has over a hundred branches nationwide located mainly in
Metro Manila, Central Luzon, North Luzon, South Luzon, Metro Cebu, Metro Davao, Visayas
and Mindanao. Its head office, the UnionBank Plaza is located in Ortigas Center, Pasig,
Philippines.
E. Mission
The company’s core values are Integrity, Magis and Ubuntu. First off, UnionBank
practices integrity by “Delivering on our Promises, Practicing Fairness and Owning Up to
Actions & Consequences.” Magis, on the other hand, is a Latin word that translates to doing
more and being better; the company lives by this principle to always do more and take the extra
mile for others anytime anywhere. Lastly, the company swears by Ubuntu which is a South-
African principle of “human kindness”. Unionbank believes in “the universal bond of sharing
that connects all humanity or community building”. They involve themselves in communities
through their go beyond projects which will be discussed further in their business sustainability
endeavors. Employees of Unionbank claim to be a “dynamic and caring team of bold, smart and
engaged experts committed to make the difference for our customers, shareholders, community
and UnionBankers by creating meaningful experiences and innovative services and solutions
thereby converting our customers into advocates. We Make Da Diff! To Make Da Diff by
elevating lives and fulfilling dreams.”
F. Vision
“ The Bank’s corporate vision is to become one of the top three (3) universal banks in the
Philippines in respect to market capitalization, profits and customer coverage, grounded on its
purpose of “Making the Diff” by connecting and enabling communities through Smart Banking
in the spirit of UBUNTU, which means community building. To achieve this vision, UnionBank
has adopted five (5) key strategic imperatives, referred to as “FOCUS”, which is an acronym for
the following:
I. Financial Value: Enhance the financial value of the Bank’s operations;
II. Operational Excellence: Increase productivity while reducing costs;
III. Customer Franchise: Increase customer base and reduce customer attrition;
IV. UnionBank Brand/Experience: Establish a unique brand image in strategic
markets; and
V. Superior Innovation: Continue to offer innovative products and services.”
G. History
UnionBank started its operations in 1981 along with its partners namely the Aboitiz
Group, Insular Life, and Social Security System. After one year, UnionBank became a
commercialized bank by January 19, 1982. After 10 years, in the year 1992, it earned its license
to operate legally as a universal bank called International Corporate Bank or Interbank in 1994.
UnionBank greatly exemplifies in showing its outstanding programs, performances and its
formal execution of tasks. Compared to other Philippine banks, UnionBank has a low market
share. Its focus is to develop an innovative and customer service oriented culture. Convenience is
UnionBank’s priority in offering its customers the needed information and ease of access to their
accounts. As of now, it has 111 branches scattered nationwide, 94 ATM’s, a call center, and
website (www.unionbank.ph). “UnionBank is among the industry's best in key performance
measures: absolute profit, cost-to-income ratio, return on equity, return on assets,
revenue/expense ratios, market capitalization, and earnings per share.”
UnionBank is the only company or bank in the country to achieve four consecutive years
to be in the list of the world’s 25 soundest banks given by the Banker of London. Not only that, it
also was identified as one of the best companies by Euromoney and Finance Asia because of its
premier technology and excellent customer service. As a technology-based bank, Unionbank
seeks to digitize their systems and processes to be at par with international standards and
operations in banking systems. In 2008, UnionBank received ISO 9001:2000 Quality

Management System Certification for its Central Processing Services and was the first and only
bank awarded because of its centralized backroom operations. Following the year 2010 where
UnionBank received ISO 9001:2008 certification which was an improved version of ISO
9001:2000. UnionBank’s goal of becoming an accredited model of showing its undisputed
customer service and quality operations using their own modern technology earned them the ISO
27001:2005 Information Security Management System certification. Since 2012 onwards,
UnionBank has a lot of loyal, hardworking, cooperative, and skilled employees all throughout its
years of operations as until now they continuously show commitment to quality service along
with their high level of technology. With these loyal employees, they earned the certification ISO
9001:2008 in 2012 for its Customer Service Group and 2013 for its Branch Operations
Management. In 2014 of March, UnionBank was awarded with ISO 22301:2012

“Business Continuity Management System Certification for its business interruption readiness”.
With their premier technology and customer-oriented service, UnionBank caters to a large
market of customers but also allows it to obtain loyal customers and higher productivity levels.
After these noteworthy certifications, they received more throughout their operations and here
are the details of the following:
“In December 2015, UnionBank became the first local bank to be ISO 9001:2015
certified integrating Central Processing Services, Customer Service Group and Branch Channel
Management under one certification. In November 2016 and 2017, the certification was extended
to Loans and Trade Finance Operations Management (LTFOM) and Treasury Operations Group
(TOG), respectively.
On August 16, 2016, the bank signed a Cooperation Agreement with Lombard Odier, a leading
global wealth and asset manager, to expand wealth and asset management businesses. The Bank
plans to launch a global and diversified multi-asset fund customized to UnionBank’s high-net-
worth and ultra-high-net-worth clients’ requirements.
On December 27, 2016, UnionBank’s subsidiaries Union Properties Inc. (UPI) and City
Savings Bank, Inc. (CitySavings) received Monetary Board approval to finalize its joint-
acquisition of the majority stake in First-Agro Industrial Rural Bank (FairBank). Established in
1999 to serve the microfinance community, FairBank has more than ₱360 million of total assets,
over 20,000 depositors and 11 branches in the Cebu province.
On January 27, 2017, UnionBank and its subsidiary City Savings Bank (CitySavings) has
entered into a bancassurance partnership with Insular Life Assurance Company, Ltd. Insular
Life). Subject to regulatory approvals, UnionBank and CitySavings, will distribute and sell
Insular Life insurance products across its network.
On November 22, 2017, UnionBank announced the issuance of $400 million in Fixed
Rate Senior Notes, as the debut drawdown under the Bank’s Medium Term Note Programme. On
November 27, 2017, the Bank launched an upsize of $100 million. This brings its total Senior
Notes issuance to $500 million, issued at par with a yield of 3.369% per annum, maturing
November 29, 2022. The said bonds were rated Baa2 by Moody’s, identical to the issuer
rating given to UnionBank, and were listed in the Singapore Stock Exchange.
On December 29, 2017, CitySavings announced in a press statement that it has signed a Share
Purchase Agreement (SPA) with the ROPALI Group to acquire 100% of the common shares of
Philippine Resources Savings Bank (PR Savings), an Isabela-based bank engaged in extending
motorcycle, agri-machinery, and teachers’ salary loans. The transaction is subject to closing
conditions and regulatory approval.
In February 2018, CitySavings and UPI signed an SPA with Aboitiz Equity Ventures
(AEV) to purchase 51% of the common shares of PETNET, Inc. The transaction is subject to
closing conditions and regulatory approval, targeted by 2nd quarter of 2018. PETNET, more
widely known by its retail brand name PeraHub, has over 2,800 outlets nationwide which offers
a variety of cash-based services including remittance, currency exchange, and bills payment.
On February 21, 2018, UnionBank successfully issued LTNCD amounting to ?3.0 billion
due in August 2023 with a fixed rate of 4.375% per annum payable quarterly. This is the initial
tranche of the Parent Ban ’s P20.0 billion LTNCD program as approved by BSP. This constitute
direct, unconditional, unsecured, and unsubordinated peso-denominated obligations of the Bank.
The net proceeds from the issuance of LTNCD will be used to diversify the Parent Bank’s
maturity profile of funding sources and to support its business expansion plans.”
H. Organizational Chart
I. Human Resource
Unionbank of the Philippines implements good corporate governance in the organization

in line with its corporate mission and vision of being relevant, experts, and challenging
conventions. The Bank is led by a trusted and highly regarded Board of Directors responsible for
consistent and dependable leadership and discerning direction. The Board reassures both the
organization's shareholders and stakeholders.
The members of the board are nothing but competent executives who possess the great
qualities of a leader. Each member fulfills his or her responsibilities provided by the Bank's By-
Laws and Manual on Corporate Governance. The nomination of the members of the board is
centered upon honesty and integrity mainly focusing on the individual's competency and
abilities. The nomination does in no matter practice discrimination of any form (gender, age,
etc.). The board consists of fifteen (15) members. Nine (9) of which are non-executive directors,
five (5) are independent directors and one (1) who serves as the executive director.
The screening process for the members of the board start with a Nomination Committee.
The committee follows a set policies and an objective criteria which is used to individually pre-
screen and prepare a list of possible candidates and key officers for the vacancies. After which, a
sub-committee prepares a final list of the candidates with their respective information that is
made available for the appropriate government agencies and stockholders. The sub-committee
then accomplishes the submission of government documents and reports required by the law.
The Bank strictly follows and abides by the rules in the Manual of Regulations for Banks of the
Bangko Sentral ng Pilipinas. When election is deemed successful, official members of the board
hold a year of office until their successors are qualified and elected next.
To support the board in managing the organization, UBP established ten (10) committees
namely, the Executive Committee, the Risk Management Committee, the Market Risk
Committee, the Operations Risk Management Committee, the Audit Committee, the Trust
Committee, the Technology Steering Committee, the Corporate Governance Committee, the
Nominations Sub-Committee, and the Compensation & Remunerations Sub-Committee. These
committees are also undergo a periodic performance evaluation for constant efficiency
monitoring.
Unionbank also has a Corporate Governance Committee who handles and reviews the
need and development for trainings and further education of directors. Moreover, the bank
accomplishes an annual board assessment process to evaluate the board's performance
throughout the year.
The first committee which is the executive committee is consisted of seven (7) members
of the Board. This committee exercises the same powers with the board except the power of
reversals and departures from policies and guidelines determined by the Board itself. The next
committee is the Risk Management Committee. This committee which is again consisted of
seven (7) members of the Board is responsible for strategies that will help the bank manage risks
and avoid losses. The third committee is the Market Risk Committee which is composed of six
(6) members which are the Chairman of the Board of Directors, the President and four (4) other
members of the Board. They set the guidelines and policies for market risk, interest rate risk and
liquidity risk in terms of identification, measurement, monitoring and control. The fourth
committee is the Operations Risk Management Committee consisting of five (5) members of the
Board and three (3) members from Senior Management. They are responsible for managing and
determining the Bank's procedures and resources. The fifth Committee is the Audit committee
consisting of (5) members of the Board who have the expertise in financial management. The
sixth committee is the Trust committee. The members are three (3) personalities from the Board,
the President, and the Trust Officer. This committee is guided under the Bank's By Laws as they
review the bank's accounts, assets and funds. The seventh committee is the Technology Steering
Committee. There are seven (7) members and two (2) of which are from the Board. They are the
innovators and creators of all information technology related matters of the organization. The last
two committees are the Related Party Transaction Committee which is responsible for reviewing
and updating bank policies and regulations and the Compensation and Remuneration Committee
which is responsible for the employees' salaries and benefits.
III. Diversity Analysis

A. Defining Diversity in the Workplace
Organizations now believe that Diversity is an essential tool in the

development and ultimately success of a company. Diversity in the workplace
however, is still a challenge to many organizations despite the evolving nature of
companies. Although, there have been breakthroughs in organizations,
acknowledging and understanding the differences in people like their race,
gender, age, physical abilities, sexual orientation, etc. can still be a challenging
attempt to many (Dike, 2013). In this research, the group aims to observe the
manifestations of diversity and how it should be effectively managed.
According to the Merriam-Webster Dictionary, “Diversity is defined as

the condition of having or being composed of differing elements” (Merriam-
Webster Dictionary, 2018). It means having variety or distinct attributes with
others. Inside the workplace, diversity means having different kinds of people
from different cultures and backgrounds (“Diversity in the workplace”, 2018). But
what is the importance of diversity in the organization? Why implement it? In an
article Miles (2015) posted, the most important benefit that an organization will
acquire is a broader perspective in innovation. A lot of possibilities comes along
with the entree of different employees inside the organization. Not only does it
gives a high level of innovation, but an organization also gains better and skilled
employees. They enable the organization to adapt and meet the variety of
demands customers want and need (Miles, 2015). Speaking of variety, there are
also different kinds or forms of diversity that exist in an organization. There are
forms such as age, gender, ability whether physically or intellectually, sexual
orientation, race, religion, and many more. To start it off, these are forms of
diversity in UnionBank and their effects on the bank itself.
B. Forms of Diversity that Exist in the Organization

■ Gender Diversity
Ideally, gender Diversity in the workplace should be observed in
all companies for the reasons that laws prohibit any form of gender
discrimination in organizations (M Libraries). For instance, in the

Philippines, we have Republic Act 6725, which is “an act strengthening
the prohibition on discrimination against women with respect to terms and
conditions of employment, amending for the purpose article one hundred
thirty-five of the labor code, as amended”. However, subtle forms of
discrimination lie unequal pays, prejudices and biases are still apparent in
many companies. In the case of Unionbank, we saw the entire opposite.
Upon interviewing our resource person Ma’am. Canlas, branch manager
of the UBP Angeles branch, we came to know that the bank was very
diverse in terms of gender. There were branches who were dominantly
female and branches who were dominantly male. Their branch is
composed of 9 members; one branch manager, one business manager, two
relationship managers, one sales and service officer, two sales and service
assistants, a messenger/janitor and a security guard complete the whole
branch. Of the 9, 6 are all women. In other branches like Dagupan, they
are all men. Ma’am. Canlas reiterated that gender is not really an issue nor
a matter in question in their bank. Ability and personality is what they
focus on and look for in the recruitment process of employees.
■ Age Diversity
“Age Diversity defined as the ability of an organization to accept
people of various age categories within the organization’s business
environments” (Reddy, n.d.). During the group’s interview with Ma’am
Canlas, we asked her if there is age diversity in UnionBank. She
responded with affirmatively and explained that UnionBank’s top
managers are using a mentor-mentee system where they choose a new
hired employee to succeed them after they retire from UnionBank. In
hiring their new employees, there aren’t any age restrictions as long as
employees can handle their jobs. This implies that UnionBank hires
employees whether young or old as long as they are competent and skilled
enough for the bank. With age diversity not an issue in UnionBank, what
does it benefit them? In an article written by Reddy which is called “Pros
and Cons of Age Diversity in the Workplace” (n.d.), she explained the
benefits and disadvantages of having age diversity in an organization.
These benefits are as follows: Become more adaptive, increases demand
on a global basis, expanded ideas from varying age categories, fast service
reliability,
experienced employees, work ethics, high level of motivation, mutual

training, and a more balanced work life schedule. Although there are
benefits, there are also drawbacks with age diversity. As stated by Reddy
(n.d.), these drawback are the following namely: lack of proper
communication, refusal to adopt a brand new culture, creation of factions
within teams, uncomfortable with people with unlike attitudes or ethics,
and a narrow-minded way of thinking and acceptance. Given the benefits
and drawbacks an organization will experience as it incorporates various
ages inside its workforce, the organization must be the one to work on
these negatives to lessen or even eliminate them to maximize the benefits

given by having various age categories in the workplace (Reddy, n.d.).
■ Ability Diversity
Ability is an individual’s talents, skills and expertise in
accomplishing a task. It is but normal that ability varies from people to
people. Every person is unique and so is his/her strengths and weaknesses.
In relation to the recruitment process of the bank, the researchers then
preceded to ask if Ma’am Canlas preferred a male or female employee.
She then answered and said, “Actually, kung teller position, gusto ko ng
one guy and one girl because of their differences in skill sets. Kasi the
boys are usually the ones who are good with technology and computers,
pero ang mga babae naman ang patient and mas nakakapag-perform pag
paperworks ang usapan.” She emphasized how in their operations, people
had different niches. So naturally, employees specialized in their areas of
confidence. Moreover, one employee’s weakness is sometimes another’s
strengths, so when employees compensate each other’s weaknesses and
help other reach the company’s goals, it makes the whole workforce more
efficient and effective.
C. Approaches Implemented in Managing Diversity

■ Brand Image
■ Affirmative Action
Stated in an article by Lombardo (n.d.), affirmative action means
fostering equality in minority groups and granting protection in racism and
hate crimes. It gives minorities equal treatment in employment in
businesses, admissions in universities, and many more. Given the society
we live in today, there are benefits in promoting equal opportunities and
judgements to a diversified workplace. Here are some of the following

Lombardo (n.d.) proposed: Diversity is ensured, gives the less fortunate a
boost, equality is practiced, breaks stereotypes in the workplace and
protection from hatred. One of the benefits mentioned was “Diversity is
ensured” and this benefit can be reversed and be turned into an
inconvenience. Diversity is a double-edged sword because as these
minorities receive their share of treatment, there is a possibility of exacting
revenge to their former abusers. Ma’am Canlas stated that they provide
psychological examinations before hiring a new employee. UnionBank
strictly follows that a hiree must pass this examination. The reason being
is that UnionBank wants to have a harmonious work environment and
foster an inclusive environment. It wants employees to be comfortable

with different people and lessen discrimination inside UnionBank.
■ Focused similarities
Ma’am Canlas said in the interview that in UnionBank they have
different people with different values, perspectives, and attitudes but
everyone works as a team. They organize monthly meetings for idea
presentations or evaluations. Why do we want to focus on similarities
instead of our differences? First of all, focusing on differences makes us
overcritical with people (Molinsky, 2016). Stereotyping also comes with
judging people based off of their culture. It creates a bias to other cultures
for knowing their practices and attitudes based on the stereotype they are
categorized with. All of these are ideas that were portrayed to us by media,
gossips, and other influential mediums. Given these negative outlooks and
thoughts, the group suggests that we should
focus on similarities rather than what makes us all different. Molinsky

stated that we establish relationships by finding a common resemblance
with our co-workers. “You are likely able to see them as an individual
rather than a cultural stereotype” (Molinsky, 2016).
■ Fostering an Inclusive Environment

D. Benefits and Challenges of Diversity in an Organization
■ Benefits
■ Pool of Dynamic Ideas
In the interview, we asked Ma’am Canlas what are the benefits of
diversity in UnionBank. First, she said they have a pool of dynamic ideas
which helps them broaden their perspectives and give solutions and ideas
to more complex problems. She also stated that even though she has been
in service for UnionBank for 24 years, she still has a lot to learn and pick
up new ideas especially from younger generations. As you have a more

diverse workforce in the organization, there will be a variety of ideas
flowing in. According to Cheah (2016), the combination of diverse
individuals in an organization can create unique and creative ideas to
evaluate them with one another and ultimately creating a new one. Chea
(2016) also added that “The more you know, the better your capacity to
test and refine your own perspectives and ideas”. UnionBank excels in
gathering new ideas from its employees as it has an application that sends
ideas to the main office for review and will be later implemented if
approved upon by their top management.
■ Improved organization’s culture
In an organization, “culture includes the organization’s vision,
value, norms, systems, symbols, language, assumptions, beliefs, and
habits” (Smith, 2017). It’s what makes a company run. The heart of the
company itself. However, organizations today have opted to introduce
diversity in the organization. In our findings, UnionBank was awarded for
being the “Best Company to Work For” at the Asia Corporate Excellence
and Sustainability Awards (ACES). ACES stated that UnionBank is one of
the best companies to work for because of its “great culture and strong
leadership team”. There is an aura of belongingness inside the
organization of UnionBank and its team leaders are motivated to do their
best to succeed. We can clearly see that UnionBank fosters a welcoming
and competitive culture in their diversified workplace. There are more
benefits to an organization’s culture for having a diversified organization.
In an article titled “The Importance of Diversity in your Company
Culture” (n.d.), diversity is said to promote a culture of respect and
stimulate innovation. Diversity promotes a culture of respect because it
lessens and protects employees from toxicity by understanding and
accepting different viewpoints of individuals in the workplace. These
differing viewpoints however may be of use in creating and identifying
new products and services that would aid their customers.
■ Better customer service

Inside UnionBank, employees are taught and trained to handle
different customers and adapt to their personality and attitudes. Ma’am
Canlas said that they conduct seminars, meetings, conferences,
symposiums to further enhance employees’ interpersonal skills with their
customers. This doesn’t stop with only their customers but with their
fellow employees as well. UnionBank’s employees learn to cooperate and
comprehend with each other and be more mature in accepting each other’s
culture. As much as possible, UnionBank desires variety in their
workforce. They yearn for more ideas and perspectives from their
employees because they are special in each of their own. The article
“Customer Service Improves with Workplace Diversity” (2017) stated that
“a customer service team that mirrors the diversity of the customers you
serve will be the best brand ambassadors of the company”. Recognizing
disparity shall be the solution of a company when it comes to expanding
its customer base (“Customer Service Improves with Workplace
Diversity”, 2017). This indicates that with a more diverse workforce, the
easier a company can adapt to a specific customer’s needs and wants thus
will create a more loyal customer base and a dynamic workforce who can
relate with its customers.
■ Challenges
■ Similarity-Attraction Phenomenon
■ Forming of Cliques
■ Stereotypes
E. Conflict Management
UnionBank promotes harmony in the workplace but this is not always the
case as there will always be conflicts inside the organization especially with its
employees. Ma’am Canlas was asked being a branch manager on how UnionBank
handles its conflicts. She answered that we should isolate both parties, observe
their behavior and decide if they are to be separated. This is stated in
UnionBank’s guidelines in the company. This is one of the many ways of dealing
with conflicts in the organization. According to the article named “Diversity

management and conflict resolution in the workplace” (2015), it stated a step-by-
step process of managing conflicts in the organization. The process is as follows:
Identify the problem, Determine the root of the conflict, Proposed ways to resolve
the conflict, Find a middle ground, Be sensitive towards others, and finally
compromise. Although this process can be time consuming and tiring, it ensures a
positive work environment and better employee relationships.
F. Important Milestones of the Company on Diversity Management and its Contribution to
Business Sustainability Commented [1]: eto from the website lang
UnionBank had a lot of achievements throughout its years of operation.

Some for having a promising corporate governance, smart banking, mobile
banking, and many more. Here, we gathered some awards related with having
diversity in UnionBank as it helped them sustain and become one of the best
banks in Asia. These are:
● “UnionBank was awarded with the Best Employer in Banking 2017 by the prestigious
Stevie Awards – also known as the “Oscars” of the international business awards, last
September 2017.
● UnionBank was recognized as the “Best Company to Work For” at the Asia Corporate
Excellence & Sustainability Awards (ACES) held recently at the Shangri-La Singapore.
ACES showcases Asia’s finest responsible corporate leaders. It honors successful
individuals and companies in Asia in terms of leadership and corporate social
responsibility. In this case, the winning company has showed institutionalized programs
and measures to ensure that they attract top talents and effectively make them want to
stay in the company. According to the ACES management, UnionBank is one of the best
companies to work for because of “its great culture and its strong leadership team.” Team
members are encouraged to be their best and are supported in their efforts to succeed.
There is also a strong sense of belonging and community in the organization.
● UnionBank was named one of the Best Employer Brands in the Asian region at the 7th
Asia’s Best Employer Brand Awards held last August 4, 2016 at the Pan Pacific Hotel,
Marina Square, Singapore. The award recognizes companies who have displayed
excellence in building its Employer Brand as an Employer of Choice.
● 10th Employer Branding Awards - awards UnionBank with Best Employer Brand of the
Year; an Award for Excellence in Training; and an Award for Innovation in Career
Development
● 5th Dream Companies to Work for Awards - an award to Mr. Justo A. Ortiz as CEO of
the Year; and an award to UnionBank as Organization with Innovative HR Practices
● UnionBank is the first and only Philippine bank to date to be one of the winners at Asia's
Best Employer Brand Awards hosted by the World HRD Congress, Employer Branding
Institute-India, and Stars of the Industry Group - out of the six years this event has been
hosted.
● UnionBank Wins the Asian Banker Best Employee Engagement Award for 2015”
Based from these awards and citations, UnionBank is delivering one of the
best banking systems in Asia today. Not only the best banking system, but also
the best employer brand or “Dream Company” people would like to work for.
Diversity helped contribute to the sustainability of UnionBank and further
enhanced the services they give to its customers. We see how UnionBank values
their workforce and because of this it rose to be one of the best banks in the
world. These are all important awards as it shows how diversity can make a huge
impact to an organization.
IV. Conclusion
In conclusion, the group concludes that UnionBank empowers its own human
resources as they are the ones behind the innovative and smart banking system they have now.
They carefully select and train capable individuals no matter what age, gender, or skills they
have as long as they are committed, prominent, and compassionate. Surely, as stated in our
research that there are benefits and challenges ahead. However, overcoming these challenges
multiplies the benefits and adds even more profit to the organization.
Diversity in the organization may be stressful and complicated, but once skillfully
applied, an organization has a high chance of becoming one of the best and most promising
companies in the industry. It’s not about taking a straight path but rather a wider perspective of
the road ahead of the company’s future. We should consider more possibilities and opportunities
we can take to further improve our organization as a whole. Broaden your horizons and accept
that everyone is different and special.
V. Recommendation
The group recommends that UnionBank should continue its operations as it is.
They already showed how diversity can affect an organization positively. However, UnionBank
should not stop and be stagnant. It must continue to widen its perspective and accept the fact that
the world changes through time. UnionBank should be adaptable with its environment and be
more innovative than ever.
VI. Acknowledgement
VII. References
Diversity management and conflict resolution in the workplace. (2015, September 15).
Retrieved from https://www.skillsportal.co.za/content/diversity-management-and-conflict-
resolution-workplace
Cheah, L. (2013, April 20). Why workplace diversity is important for every organisation.
Retrieved from
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Diversity Analysis On Unionbank

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UNIVERSITY OF THE PHILIPPINES DILIMAN EXTENSION PROGRAM IN PAMPANGA

CLARO M RECTO HWY, CLARK FREEPORT, MABALACAT, PAMPANGA

Unionbank of the Philippines

In partial fulfillment of the course BM 104: Organizational Behavior

● Global Opportunities are open

II. Company Profile

Unionbank of the Philippines

operations in banking systems. In 2008, UnionBank received ISO 9001:2000 Quality

Management. In 2014 of March, UnionBank was awarded with ISO 22301:2012

Unionbank of the Philippines implements good corporate governance in the organization

III. Diversity Analysis

Organizations now believe that Diversity is an essential tool in the

According to the Merriam-Webster Dictionary, “Diversity is defined as

B. Forms of Diversity that Exist in the Organization

discrimination in organizations (M Libraries). For instance, in the

experienced employees, work ethics, high level of motivation, mutual

these negatives to lessen or even eliminate them to maximize the benefits

C. Approaches Implemented in Managing Diversity

judgements to a diversified workplace. Here are some of the following

foster an inclusive environment. It wants employees to be comfortable

focus on similarities rather than what makes us all different. Molinsky

■ Fostering an Inclusive Environment

up new ideas especially from younger generations. As you have a more

■ Better customer service

with conflicts in the organization. According to the article named “Diversity

UnionBank had a lot of achievements throughout its years of operation.

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