Social Engagement

2024 Highlights

SOCIAL CONTRIBUTION	PEOPLE
46,250 jobs provided for regular employees and support staff in the Ayala Land group, with locally hired employees at 62% for APMC, 80% for Resorts, and 82% for Hotels.	40.10 average training hours conducted per employee for career and skills development(14% higher than in 2023)
527,000 jobs generated through mall and office locators, business suppliers, and 5,000 jobs through Alagang AyalaLand and engagement of social entrepreneurs.	9,061 graduates from the MDC-TESDA training program for employment readiness with MDC
610 new vendors accredited to provide project services	SAFETY
487 social enterprises supported through Alagang AyalaLand and programs in support of social entrepreneurs.	0.06 total disabling injury rate (TDIR)

Social Contribution

Ayala Land’s diverse portfolio of businesses has continued to drive significant employment opportunities. Ayala Malls and AyalaLand Offices have served as dynamic hubs for economic activity, creating a thriving ecosystem of tenants and business suppliers that generated over 527,000 jobs. Additionally, through the Alagang AyalaLand program, our support for Social Enterprises (SE) resulted in the creation of an estimated 5,000 jobs, further bolstering local economies and providing opportunities for sustainable livelihoods.

Supporting Social Enterprises through Alagang AyalaLand
Alagang AyalaLand (AAL) was formed in 2021 to provide rent-free mall spaces for Social Enterprises (SE) to sell goods and services and help them recover from the economic scarring due to the pandemic lockdowns. ALL provided a more sustainable means to supports SEs and created a mutually beneficial relationship that promotes social development. In 2024, Ayala Land supported 487 SEs nationwide. A total of 287 SEs were given free spaces in AAL Centers within the malls, while others served as suppliers for various business requirements.
Disaster Relief
Recognizing the Philippines’ vulnerability to natural calamities, AAL activates the malls as a refuge facility during typhoons or natural calamities and mobilizes personnel to provide essential resources to affected individuals and families.
Empowering Vendors and Trade Partners
Ayala Land is committed to empowering our vendors and trade partners by promoting fair and transparent competition. We encourage excellence in safety, productivity, efficiency, quality, and cost competitiveness to achieve mutual success and sustainability within our supply chain. Vendor engagement and procurement processes are streamlined and centralized through the Makati Development Corporation (MDC) ensuring consistency, efficiency, and adherence to best practices. Suppliers seeking accreditation undergo rigorous evaluation to ensure compliance with our prescribed standards and requirements, including Ayala Land’s green accreditation and Code of Conduct and Business Ethics. By upholding these standards, we not only mitigate risk but also cultivate a culture of sustainability and ethical business practices within our supply chain ecosystem.
Ensuring Vendor Product and Service Quality
To ensure the delivery of high-quality products and services to our customers, MDC requires vendors to submit a method statement outlining their work methodology, inspection test plans, and risk and opportunity assessments. Progress Inspection Reports (PIR), conducted by Quality Assurance and Quality Control (QAQC), ensure that all work output are aligned with MDC’s standards. Upon completion of a work package a Work Inspection Report (WIR) is prepared before the unit is endorsed to Ayala Land Construction Management Group. Construction materials and supplies undergo rigorous inspection through MDC’s Material Receiving Inspection (MRI) and Acceptable Quality Level (AQL) processes. Additionally, all products and services are comprehensively evaluated through the Technical Evaluation Report (TER) process. This requirement extends to our vendors’ suppliers and subcontractors to ensure consistency in quality across the supply chain
Valuing Stakeholder Feedback
Ayala Land prioritizes obtaining stakeholder feedback, recognizing it as a cornerstone of our commitment to becoming a more customer-centric organization and essential for continuous improvement and stakeholder engagement. Feedback from property buyers, residents, shoppers, hotel guests, and other stakeholders helps improve our product and service offerings, building trust, and fostering long-term relationships.
Shareholder Rights to Participate in Decisions Concerning Fundamental Corporate Changes
Shareholders possess the right to participate in decisions concerning fundamental corporate changes, including amendments to Ayala Land’s articles of incorporation and bylaws, issuances of additional shares, transfer of all or a substantial portion of the company’s assets, approval of renumeration-related matters, the nomination of candidates for the board, and election of directors through voting.
Shareholder Rights to Participate Effectively and Vote in General Shareholder Meetings
Each common or preferred shareholder of Ayala Land registered in the corporation’s books is entitled to one vote. During Ayala Land’s annual stockholder meetings, each shareholder is entitled to as many votes as the shares registered under their name. Shareholders also hold the right to approve remuneration-related matters of Ayala Land non-executive and independent directors during general meetings, whether regular or special. In addition, non-controlling or minority shareholders can nominate candidates to the Board of Directors. For more information on the Voting Procedures, page 109 of this report. Shareholders may email questions or comments before or during the annual meeting at the following email address: corporatesecretary@ayalaland.com.ph. Shareholders as of the established record date of the meeting owning at least 5% of the total outstanding capital stock of the Company may submit proposals on items for inclusion in the agenda of the Annual Stockholders’ Meeting.

Safety

Ayala Land has established strict safety practices, particularly in construction and property management, to ensure the welfare of its employees and stakeholders.

Construction Safety
MDC maintains 100% safety compliance by continuously implementing its comprehensive Construction Safety and Health Program (CSHP) covering employees, workers, subcontractors, offices, work sites, and plants. The CSHP complies with Department of Labor and Employment’s (DOLE) regulations, and is aligned with MDC’s Environment, Health, and Safety (EHS) Policy and the International Organization for Standardization’s (ISO) Integrated Management System standards. The program also includes protocols on hazard identification, risk assessment, and incident investigation. Before the commencement of any project, all employees, workers, and subcontractors are required to attend an EHS Orientation, covering the MDC EHS policy and stringent safety requirements for construction projects. Specialized training sessions and Daily Toolbox Meetings are held to review the planned work and address the associated health and safety protocols. MDC also releases regular Safety Alert advisories to provide employees, workers, and subcontractors with up-to-date information on safety related issues.
Emergency Preparedness
MDC implements comprehensive crisis management and emergency preparedness and response plans across all offices, project sites, plants, and equipment yards. These plans include regular drills and communication protocols for potential emergencies such as fires, earthquakes, and other identified crises. MDC continued its Zero Incident Program across all work sites, focusing on prevention and control strategies to mitigate potential hazards that could lead to property damage, injuries, or, in the worst case, lost time injuries or fatalities.
Property Management Safety
APMC conducts regular programs and seminars focusing on government mandated safety and health standards, fire code compliance, and occupational safety. APMC also conducted pre-typhoon property site inspection, proactive tracking of natural calamity and 24/7 emergency assistance, and received 496 National Safety Recognitions.

Creating Value Through People

Ayala Land recognizes that its people are integral to the company’s success, driving the need for continuous development of internal capabilities, processes, and culture. By investing in our people, we nurture agility, resilience, and innovation to effectively execute our growth plans. Our strategic approach to people management is anchored on three pillars: Talent Attraction and Development; Best in Class Employee Experience, and Purpose/Values Driven Group Culture. These pillars ensure our workforce is equipped with the skills needed to lead in the industry, enhance individual performance through streamlined HR processes and competitive rewards, and foster a cohesive culture that promotes diversity, equity, and inclusion (DEI).

Local Hiring is Our Priority

To support the economic progress of the communities we operate in, we prioritize local hiring with 62% of the Ayala Property Management Corporation (APMC) team, 82% of the hotels group personnel, 80% of the resorts group personnel, and 36%o of MDC’s workforce being local hires.

Empowerment through Training and Development
Continuous learning is key to an individual’s professional development. Ayala Land creates opportunities for employees to expand their knowledge and learn new skills through a diverse range of training programs, including leadership development and various domain-specific skills sets.
Best in Class Employee Experience
We strive to provide a best-in-class employee experience through digitalization initiatives, engagement activities, and enhanced reward systems for contributions and performance. Our programs are designed to ensure employee safety and satisfaction while promoting high retention through a supportive and balanced work environment.
Purpose/Values Driven Group Culture
Ayala Land laid the foundation for its new cultural direction to enhance strategy execution and strengthen organizational alignment. This was achieved through extensive executive interviews and focus group discussions (FGDs) with both leaders and non-executive employees. These insights will guide the development of a refreshed set of core values in the coming year to ensure that the company’s culture remains relevant to its business priorities.
Employee Leaves
Ayala Land employees are entitled to government-mandated paternity and maternity leaves. In 2024, 49 male and 188 female employees went on parental leave, with those returning to work at 47 and 178, respectively. The 178 female employees includes those who have not returned to work and have not filed for resignation as of December 31, 2024.
Ethical Behavior
Ayala Land fosters open communication between management and employees, prioritizing accountability, respect, and professional treatment. This approach strengthens organizational partnerships.
Non-Discrimination
Ayala Land’s Non-Discrimination Policy urges employees and stakeholders to report any discriminatory practices to Human Resources. There were no reports of discrimination in 2024.