At MR.TOY Philippines, we are committed to fostering a diverse and inclusive workplace environment. We recognize that diversity, equity, and inclusion is vital for our long-term success, as well as for the betterment of society and the environment. This policy outlines our commitment to diversity, equity, and inclusion within the framework of Environmental, Social, and Governance (ESG) principles.

Diversity encompasses the full spectrum of human differences, including but not limited to race, ethnicity, nationality, age, gender, sexual orientation, disability, religious beliefs, socio-economic status, and educational background. We recognize that a diverse workforce brings a wealth of perspectives, experiences, and ideas that fuel innovation and enhance our competitive edge.

We strive to create an environment where individuals of all identities and backgrounds are respected, valued, and empowered. By fostering a culture of inclusivity, we ensure that every person at MR. D.I.Y. Philippines can thrive and contribute to its full potential.

The leadership team will demonstrate their commitment to this policy and lead by example, fostering an inclusive culture throughout the organization. 

We shall provide training and educational opportunities to employees and members of leadership to foster awareness, understanding, and acceptance of diversity, equity, and inclusion issues. 

This policy shall be included in the New Employee Orientation Program (NEOP) upon a new employee’s onboarding, annual training, as well as incorporated in the Monday MOVES activity that is conducted every Monday of every week. 

Implementation of this policy shall be organized within the company’s existing Environmental, Social, and Governance (ESG) Committee. This committee will be steered by the ESG Lead and will be informed by best practices, employee feedback, and evaluation outcomes to ensure a comprehensive and holistic approach.

We are unwavering in our commitment to maintaining a workplace that upholds the highest standards of respect, dignity, and equal opportunities for all individuals, irrespective of their diversity characteristics. Discrimination, harassment, or bias of any kind is strictly prohibited and will not be tolerated.

We commit to using sensitive and inclusive language throughout all our communications, policies, and materials fostering respect and inclusivity for all individuals, while avoiding exclusion or marginalization of any group, ethnicity, or community.

We firmly believe in providing equal employment opportunities for all employees. Our decisions regarding hiring, promotion, training, and development will be based solely on merit, qualifications, and performance. We ensure a level playing field that nurtures talent and encourages the professional growth of every individual.

We are committed to building a diverse workforce by adopting inclusive practices in our recruitment efforts. We actively seek out a broad and diverse candidate pool and ensure that our hiring processes are free from bias and barriers. Candidates shall be selected based on their skills, experience, and qualifications, rather than any irrelevant personal characteristics or demographics.


D. Inclusive Workplace Environment

Furthermore, we provide ongoing support, mentorship, and opportunities for career advancement to all employees, fostering an inclusive and empowering work environment relying on merit and fitness as our primary criteria for employment.

D.1 Leave Entitlements 

As part of our ongoing commitment to employee well-being and work-life balance, we provide the following additional leave options for all our employees: 15 days of sick leave, 15 days of vacation leaves, 7 days of solo parent’s leave.

D.2 Pay Equity

We are dedicated to achieving and maintaining pay equity within our organization. We recognize that fair compensation is not influenced by diversity characteristics or gender identity, and we take proactive measures to eliminate any wage gaps that may exist.

D.3 Support for Women’s needs

We recognize the importance of the early stages of motherhood by providing up to 105 days of paid leaves to our female employees who just gave birth or suffered a miscarriage, and in case she qualifies as a solo parent under the law, we provide an additional 15 days of paid leave. 

For father employees, we provide 7 days of paid leave for those whose wives just gave birth. Additionally, we also provide a special leave benefit for women employees of up to 2 months with full pay based on her gross monthly compensation following surgery caused by gynecological disorders. 

With the issuance of this policy, we expressly prohibit the use of sexist language, subjecting any violations to severe disciplinary sanctions.

D.4 Reasonable Accommodations

We are committed to providing reasonable accommodations, subject to operational requirements, to ensure that every employee can fully participate and thrive in our work environment.


D.5 Succession Planning and Internal Promotion

We are dedicated to cultivating an inclusive workplace that embraces diversity at all levels. Our succession planning and internal promotion processes identify and develop talent from within our organization, fostering an environment where employees have the chance to grow and thrive.

When assessing candidates for leadership positions, we prioritize their qualifications, skills, and potential, while actively seeking to eliminate biases that may hinder equitable advancement. 

Our aim is to create pathways that empower individuals from diverse backgrounds to rise into leadership roles. By nurturing an environment of equal opportunity and providing developmental support, we foster a culture of inclusive leadership that enriches our organization's perspectives and propels innovation and success.

We will work towards partnering with diverse suppliers, including minority-owned, women-owned, and LGBTQ+-owned businesses, promoting economic opportunities within marginalized communities. 

We encourage open communication and collaboration to identify and implement appropriate accommodations, promoting an equitable and inclusive workplace for all. Feedback and suggestions, both positive and negative, will be actively sought, valued, and considered in shaping our policies and initiatives.


B. Grievance Mechanism

Grievances refer to any complaint, problem or concern of an employee  regarding their workplace, job or coworker relationship.  

The company shall ensure to resolve all workplace issues immediately and efficiently.  Reported workplace issues shall be immediately attended and resolved quickly before it becomes a  more serious concern. 

The Company has established a whistleblower policy where employees and external stakeholders can provide feedback, suggestions, complaints, grievances, and ideas related to diversity, equity, and inclusion. Concerns may be sent to the following channels: [email protected], [email protected], [email protected], or the Ethics Hotline: 0917-1610102. Reports will be treated with utmost confidentiality, investigated promptly, and appropriately resolved.

D. Compliance and Accountability

We will collect and analyze relevant diversity, equity, and inclusion data to track progress, identify areas for improvement, and report our efforts to stakeholders in alignment with ESG reporting guidelines.

This policy will be periodically reviewed to ensure its effectiveness, relevance, and alignment with evolving best practices and legal requirements. Evaluation from monitoring and feedback from employees and stakeholders will be considered during the review process.

By implementing this Diversity, Equity, and Inclusivity Policy, we affirm our commitment to a diverse and inclusive workplace that values and respects every individual, promotes equal opportunities, and contributes positively to ESG principles.

Marikina City, August 30, 2023.



[Signed]