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"Since our workforce is very much inclusive, it may as well be possible that interviewers are also members of the LGBTQ+ community, which overtly manifests that we hire only the best candidates regardless of their SOGIE." Starting with anti-discrimination policies may seem so basic but the fact that we are stating that we do not discriminate sends a very powerful message to employees. We need these policies in place, for sure, but they will be nothing if we do not create a safe space for our LGBTQ+ employees. This is why TaskUs has long been providing healthcare benefits to same-sex partners of their queer employees. They worked with insurance providers to develop plans that guarantee equitable coverage for all employees and their partners. Learn more about the Debt Collection Rule and your debt collection rights.
Sure, there was the Bayanihan Act 2 which imposed loan payment moratoriums for up to 60 days but as it is, such reprieve can only do so much. I haven't and will not ever avail of their loans and yet I've received 9 calls from 9 different home credit numbers (landline/mobile) in the past 24 hours. My family members don't even have access to this number because I'm using it solely for my internet needs when I have to be outside and still be able to work so my connection won't be cut off from calls and now home credit inexplicably got it. If nkpagbayad kna then that means wla ng purpose dapat yung data mo with them. If after nun nakakareceive ka pa rin ng correspondence from them.
What does commitment to DE&I do to business?
"A diverse workforce where all perspectives are valued leads to richer experiences for our people and more culturally dialed-in work for our clients. Employees who feel safe, welcomed, supported, and valued for being their authentic selves are better able to do their best work," said Ogilvy Philippines's CEO Elly Puyat. "A diverse workforce is also essential to our success and sustainability as a business." This is why continuing to push the discourse on why LGBTQ+ inclusivity in the workplace matters is important not just every June when many parts of the world celebrate Pride Month. A company with more aware employees becomes more diverse, equal, and inclusive – making the workplace safer and more accepting for queer employees. Making contact at unreasonable/inconvenient times or hours which shall be defined as contact before 6 a.m.
With this in mind, the Securities and Exchange Commission has taken steps to address the widespread use of abusive, deceptive and unfair debt collection practices of many creditors and debt collectors, particularly financing companies and lending companies. The SEC released SEC Memorandum Circular No. 18, Series of 2019 (SEC MC No. 18-19) on the prohibition of unfair debt collection practices of financing companies and lending companies, which became effective on Sept. 7. Issued in response to numerous complaints of alleged harassment of borrowers and the use of abusive, unethical, and unfair means to collect debt, the SEC has somehow given refuge and protection to borrowers. However, unfair and abusive debt collection practices as a result of these loans often lead to extreme amounts of stress. Often, this practice has contributed to the loss of income or employment, marital instability, medical issues, personal bankruptcies, social embarrassment, and invasion of personal privacy. The borrower feels completely defeated and without energy to pursue a course of action to stop the activities and bring perpetrators to justice.
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During times of need, we helped these retailers navigate the pandemic by guiding them through essential digital transformation and helping them embrace e-commerce. Helping those who are under-served and new to financial services, as well as offering a trusted alternative to unregulated shadow lenders are one of our main priorities. A responsible approach to our operations and customers is designed to ensure a sustainable future for those we serve.
Home Credit Philippines, or its personal information processor/s, violated your rights as a customer. The data concerns information prejudicial to the customer — unless justified by freedom of speech, of expression, or of the press; or otherwise authorized by law. You decided to withdraw consent, or you object to the processing and there is no overriding legal ground for processing.
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These same foregoing acts are also prohibited by the Securities and Exchange Commission in its Memorandum Circular 18, series of 2019, particularly proscribing abusive, deceptive and unfair collection practices of financing companies and lending companies. Under the same SEC Circular, any implementation of these proscribed acts justifies the imposition of penalties ranging from P25,000 to P1,000,000, as well as suspension or revocation of the certificate of authority to operate as a financing or lending company. This is without prejudice to other penalties that may be imposed under other relevant laws and regulations, which may include the suspension or revocation of the financing company/lending company’s primary license and/or disqualification of its directors and officers. Lately, there were increased reports on harassment and fraudulent schemes of collection agencies and/or other debt collectors in compelling debt borrowers to pay overdue obligations. As it is, the stress of debt borrowers does not only include devising ways to raise funds to repay overdue debts, but likewise include the pestering calls of debt collectors until ungodly hours of weekdays and even weekends, debt shaming, use of threats and other malicious and deceptive acts of debt collectors.
"Our promise to all our employees is that as they build their careers with Ogilvy, they will be seen and heard that the agency will continue to implement policies and programs that are specific and impactful to them, and that we will continue to foster a sense of community," said Puyat. Puyat highlighted that all employees at Ogilvy are required to take a workshop on Belonging, Ethics, and Gender sensitivity on their first day with Ogilvy and refresher training is mandatory each year; they have training on unconscious biases and microaggressions, among others. Aside from these mandatory training, they also hold annual SOGIE 101 sessions to encourage acceptance and allyship.
Also, write down dates and times of conversations along with notes about what you discussed. These records can help you if you have a dispute with a debt collector, meet with a lawyer, or go to court. The Fair Debt Collection Practices Act says debt collectors can't harass, oppress, or abuse you or anyone else they contact. Amid the pandemic, may we be COVID-free and free as well from debt and debt collection harassments. As we know it, the pandemic has not only taken its toll on our health but also on our finances.
"We place importance on this because it shapes nearly every aspect of everyday life. Through understanding the principles of science and its applications in our life, we can reach an optimal level of wellness which will help us stay on track and move forward down the path towards a fulfilling life," said Puyat. We take care to ensure that we continue to build an inclusive environment and a culture where multiple voices are heard, and employees’ opinions are valued and considered. "Our job postings are consciously worded in a gender-neutral way. This is why we have mandatory training for our hiring managers and interviewers on how to conduct effective, proper, and unbiased interviews," noted Lerona.
As for Home Credit, they are currently undergoing the Gender Equality Assessment, Results, and Strategies , an assessment tool that hopes to analyze and understand the current state of Workplace Gender Equality within the company. The data that they will collect from GEARS will serve as a baseline of information that they will be able to use to create policies, guidelines, and projects to help improve their DE&I practices. Marfil stressed the importance of mitigating biases in ourselves as a critical goal of every company policy on DE&I. “From there, we can change a lot of things and we can make a safer space not only for our LGBTQ+ community but for everyone,” she said.
This could be an important step to stop debt collection harassment. Perhaps our law makers can consider the passage of a Fair Debt Collection Practices Act to further protect consumers against debt collection abuses. Borrowers should also be given the opportunity to verify or validate the debt and dispute such debt when warranted. They should also be afforded the option to stop immediate contact or cease communication from the collector. Persons who feel victimized by unfair and deceptive debt collection practices should have adequate legal remedy against these abuses. This is why it is already a must for employers to be proactive in strengthening their respective DE&I programs and policies in place – from all-gender facilities and gender training to healthcare benefits and anti-discrimination policies.
Consequently, debts in the time of coronavirus are even harder to pay. Your personal data is incomplete, outdated, false, or unlawfully obtained. Juju Z. Baluyot is a Manila-based writer who writes in-depth special reports, news features, and opinion-editorial pieces for a wide range of publications. “Ogilvy Pride employee resource groups across the company do much year-round to foster an inclusive workplace culture. They provide spaces for our LGBTQ+ employees to connect, grow and thrive as professionals while contributing to the agency's overall success through client work, and do it all by being their true authentic selves," they said. Ogilvy also offers a host of employee well-being programs to ensure that they get to address the holistic needs – physical, spiritual, emotional, and social – of their employees.
Shop online or visit your local Honda dealer during Happy Honda Days. While DE&I has always been a part of our practice, we acknowledge that there are necessary and foundational steps to fully integrate DE&I in our end-to-end processes and in our employees’ and clients’ day-to-day. She also shared that the global Ogilvy's leadership always emphasizes to all of their employees that their commitment to DE&I should not just be a monthly Pride campaign. The Philippine workforce cannot say just yet that what society, in general, has done is enough because the Pride movement still has a long way to go. LGBTQ+ rights advocates and allies refuse to rest on their laurels and be content with what they have done so far. They also launched the voluntary self-identification initiative, where their employees can self-identify their Sexual Orientation, Gender Identity, and Expression and use their preferred names and pronouns in their formal and informal communications and even in their employment records.
