Filipino Traits and Pride How Philippine Companies Embrace DEI 

Filipino traits like warmth, bayanihan (civic unity), and compassion are globally recognized, and have long been the cornerstone of Philippine society. But how do these time-honored values translate into modern business practices? As the world continues to recognize the importance of inclusivity, Philippine companies are emerging as pioneers in integrating the principles of diversity, equity, and inclusion (DEI) with their deeply rooted cultural values.

The Philippines is a cultural melting pot, a nation with a rich history in the collaboration of diverse groups. The archipelagic nature of its geography forged centuries of interaction and exchange among communities with varying customs and beliefs. This long history of cultural diversity and exchange has equipped the Filipino people with accepting traits – a natural aptitude for recognizing and appreciating differences. How do these Filipino traits translate to the queer community?

The Root of Filipino Traits: LGBTQIA+ History in the Philippines 

The queer community in the Philippines has, like the rest of the world, encountered its share of adversity.   

However, the nation’s history is uniquely marked by a pre-colonial foundation of inclusion. Philippine queer historian and acclaimed writer J. Neil Garcia highlights the existence of men in pre-colonial society who assumed women’s roles, including the spiritually significant position of “babaylan”.  Adopting women’s clothing and mannerisms was more than a superficial transformation for them. It marked a profound redefinition of themselves, not as men in disguise but as women. “They were comparable to women,” Garcia writes, “in every way except that they could not bear children.” They were not simply crossdressers, but individuals who crossed genders, and were recognized as such.  

Eventually, the imposition of traditional gender roles by colonization created a climate where queer resistance became necessary.  

In 1992, members of the Lesbian Collective (one of the Philippines’ earliest lesbian organizations) defied threats and discrimination to participate in the International Women’s March. Despite facing opposition from fellow marchers and the risk of being excluded, they persevered. This groundbreaking event marked the Philippines’ first Pride-related march.  

These then led to UP Babaylan, the first inclusive queer student organization in the Philippines, the first Pride March in the Philippines in 1994 led by the Metropolitan Community Church, and several other notable milestones in Philippine queer history.  In 2023, HGS OSS was even honored to be a part of the Quezon City Pride March, recognized as Southeast Asia’s largest Pride event.  

Philippine Companies and DEI 

The Filipino culture of optimism, helpfulness, and courtesy provides a strong foundation for DEI efforts. Despite lingering colonial influences, the LGBTQ+ community is increasingly embraced and is actively working to advance LGBTQIA+ rights in the country.

Companies like HGS OSS recognize the value of diverse perspectives, including those from the queer community. As a result, there’s a growing trend among Philippine businesses to prioritize DEI initiatives, with a specific focus on LGBTQIA+ inclusion.

Inclusive Policies and Benefits Rooted in Filipino Values and Traits

A 2021 survey conducted by the Philippine Financial & Inter-Industry Pride (PFIP) indicates significant progress in workplace inclusivity among major Philippine companies.  

The survey found that 88% have implemented policies against gender discrimination with robust complaint mechanisms, while 75% extend medical benefits to same-sex domestic partners on par with those offered to married heterosexual couples.  

Traits of Compassion: Respecting Preferred Pronouns

Many Philippine companies recognize that an individual’s legal name and gender may not align with their true identity.

Preferred pronouns refer to the pronouns a person chooses to be addressed by. They are an essential aspect of an individual’s gender identity and expression and are a way to indicate how a person wants to be addressed beyond their name or legally assigned gender – it’s a fundamental aspect of respect. While traditional pronouns like “he/him/his” and “she/hers/her” are common, there is a growing recognition for pronouns representing the diverse spectrum of gender identity, one of which is the non-binary “they/them/theirs.”

Reflecting the findings of 63% of respondents in the PFIP survey, companies like HGS honor chosen names and preferred pronouns. We actively promote this practice within our organization by suggesting that employees add their preferred pronouns to their email signatures.

Pride Employee Resource Groups, Embodying the Filipino Traits of Bayanihan

Employee Resource Groups (ERGs) are voluntary, employee-led communities united by shared interests or experiences. HGS has the Pride ERG, dedicated to fostering an inclusive environment for LGBTQIA+ employees.   

READ: HGS is the HR Asia DEI Award Winner for 2023  

We organize queer-led events, provide a supportive network, and facilitate open dialogues about LGBTQIA+ issues and challenges. Our goal is to create a safe space, promote understanding, and enhance HGS’s LGBTQIA+-friendly policies and practices.  

Today, the Pride ERG spans the global HGS network from the United Kingdom to the Philippines. We want to ensure that no queer individual feels alone, and so these groups are an avenue for a larger network. It’s not just about representation, but empowerment in the workplace.  

Celebrating Pride Every Day at HGS 

We’re incredibly proud to be home to a vibrant, intelligent, and talented queer community. Our annual Pride celebration, campaigns that highlight the community, and our initiatives to continue conversations, are testaments to our commitment to fostering an inclusive environment, and embodying admirable Filipino traits. 

As an organization, we’re always listening and continuing to improve our initiatives for our teams.   

Read: How Does HGS OSS Celebrate Pride?

But Pride isn’t just for June. It’s a celebration of identity that deserves recognition every day of the year – which is why HGS invites everyone to celebrate Pride Every Day. Be part of this incredible movement at HGS OSS and join us in fostering a welcoming and inclusive team. 

Citations

Chi, Cristina. “30 Years Later: Filipinas Who Marched in First Lesbian Pride Recall Historic Milestone.” Philstar, 21 Feb. 2023, www.philstar.com/headlines/2023/02/21/2246598/30-years-later-filipinas-who-marched-first-lesbian-pride-recall-historic-milestone. 

Garcia, J. Neil. “Male Homosexuality in the Philippines: A Short History.” Semantic Scholar, 2004, www.semanticscholar.org/paper/Male-Homosexuality-in-the-Philippines:-a-short-Neil-Garcia/d8603912ca73927c43667dbf0f1306f68c8d9687. 

HGS CX. “Why ERGs Score over ESG Ratings When It Comes to LGBT+ Inclusion at the Workplace.” HGS, 17 June 2023, hgs.cx/newsroom/in-the-news/why-ergs-score-over-esg-ratings-when-it-comes-to-lgbt-inclusion-at-the-workplace/.

HGS Offshore Staffing Solutions. “A Celebration of Love and Community: An HGS OSS June Huddle.” HGS OSS, 4 July 2024, hgsoss.com/newsroom/a-celebration-of-love-and-community-an-hgs-oss-june-huddle/. 

HR Asia Best Companies to Work For in Asia. “Hinduja Global Solutions: HR Asia Best Companies to Work for in Asia.” HR Asia Best Companies To Work For In Asia , 30 Oct. 2023, hr.asia/awards/categories/diversity-equity-inclusion-awards/philippines-dei-winner-2023/hinduja-global-solutions-dei-ph-2023/. 

PFIP – Philippine Financial & Inter-Industry Pride. “LGBT+ Workplace Inclusion Now Official Policy in Nearly 90 Corporates in the Philippines.” LinkedIn, 22 Oct. 2021, www.linkedin.com/pulse/lgbt-workplace-inclusion-now-official-policy-nearly-90-corporates-/. 

The Manila Times. “Converge, PRIDE PH Collaborate for Live Streaming of Pride Festival 2024.” The Manila Times, 23 June 2024, www.manilatimes.net/2024/06/23/public-square/converge-pride-ph-collaborate-for-live-streaming-of-pride-festival-2024/1952682#:~:text=In%202023%2C%20Love%20Laban%202,LGBTQIA%2B%20community%20for%20the%20community. 

Offshoring Back-Office Roles to the Philippines

Understanding Offshoring and Outsourcing 

Offshoring and outsourcing are strategies that many businesses use to delegate certain tasks or roles to external entities to reduce costs and improve efficiency. Offshoring specifically refers to the practice of transferring back-office roles or operations to a different country, typically one with lower labor costs. The Philippines has become a popular destination for offshoring due to its skilled workforce, cost advantages, and favorable business environment.  

READ: Offshoring vs. Outsourcing: What’s the Difference

By offshoring back-office roles to the Philippines, businesses can tap into a wide talent pool and a proficient English-speaking workforce. Not only that, but Filipinos are also renowned for their strong work ethic, adaptability, and ability to quickly learn new skills. This makes them well-suited for roles such as data entry, customer service, administrative support, and accounting. Offshoring these roles allows businesses to focus on their core competencies while benefiting from the expertise and cost efficiency of a Philippines-based offshore team. 

What are Back Office Roles 

Back-office roles refer to the administrative and support functions within the organization that are crucial for the smooth operation of the business. These roles are typically responsible for tasks such as data entry, record keeping, payroll processing, inventory management, and other operational support activities. While they may not directly interact with customers or generate revenue, back-office roles play a vital role in ensuring the efficiency and effectiveness of overall business operations. 

By understanding the different back-office roles and their significance, businesses can better allocate resources, streamline processes, and maximize productivity. It is important to understand these roles to identify areas for improvement and implement strategies to optimize back-office functions. 

Examples of Back Office Roles 

There are various examples of back-office roles that exist across multiple industries. Some common examples include:  

• Data Entry Specialist. Responsible for accurately entering and maintaining data in databases or systems.  

• Financial Analysts. Analyze financial data, prepare reports, and provide insights for decision-making.  

• Human Resources Coordinators. Handle administrative tasks related to employee onboarding, payroll, benefits, and compliance.  

• Inventory Managers. Monitor and manage inventory levels, coordinate with suppliers, and ensure timely stock replenishment.  

• IT Support Specialist. Provide technical assistance and troubleshooting for computer systems, software, and hardware.  

• Accounting Assistants. Assist in bookkeeping, accounts payable, and accounts receivable tasks.  

These are just a few examples, and the specific back-office roles may vary depending on the industry and organization.  

READ: Roles to Offshore 

Advantages of Offshoring Back Office Roles 

In addition to cost savings, offshoring to the Philippines provides access to a large pool of highly skilled professionals. The country has a strong education system and produces many graduates in fields such as business, finance, IT, and marketing. This talent pool ensures that businesses can find skilled professionals to handle their back-office tasks with efficiency and accuracy. 

Another key consideration is the cultural compatibility and English proficiency of the workforce. Filipinos have a high level of proficiency in English, making communication seamless and effective. This eliminates potential language barriers and allows smooth collaboration between you and your offshore team. 

(READ: Why the Philippines?) 

READ: Why the Philippines?

Furthermore, offshoring to the Philippines allows businesses to focus on their core competencies. By delegating back-office roles to an offshoring provider, businesses can redirect their time, resources, and energy toward activities that directly contribute to their growth and success. This strategic allocation of resources can lead to increased productivity and improved overall business performance.  

HGS OSS is a leading offshoring provider in the Philippines, specializing in creating highly successful offshore teams for businesses globally. Our unique approach to workforce strategy allows our clients to fully benefit from outsourcing while maintaining greater managerial control and cost transparency.  

To learn more about how we can help you build your own back-office support team, contact us here. 

Citations

HGS Offshore Staffing Solutions. “Four Key Roles Your Competitor Is Offshoring.” HGS OSS, 23 Sept. 2022, hgsoss.com/newsroom/four-key-roles-your-competitor-is-offshoring/. 

HGS Offshore Staffing Solutions. “Offshoring and Outsourcing: Know the Difference.” HGS OSS, 25 Nov. 2022, hgsoss.com/newsroom/offshoring-and-outsourcing-know-the-difference/. 

HGS Offshore Staffing Solutions. “Why Offshoring in the Philippines Is a Smart Choice.” HGS OSS, 3 May 2024, hgsoss.com/why-philippines/. 

Philippine Statistics Authority. “Unemployment Rate in July 2024 Was Estimated at 4.7 Percent.” Philippine Statistics Authority, 6 Sept. 2024, psa.gov.ph/statistics/labor-force-survey. 

Emerging Finance Trends: What to Watch out for in 2024

The finance industry is constantly changing. Tech breakthroughs, economic twists, and evolving workstyles are all redefining the industry. Even accounting has significantly changed in the 21st century. To stay on top, you need to understand the latest trends in finance.  

We’re here to guide you through the latest in finance for the year. With this, you should have everything you need to navigate your journey halfway through 2024!  

Trends in Finance #1: AI in Finance is a Continuing Conversation  

In June 2024, Columbia Business School hosted a conference on Artificial Intelligence (AI) in Finance. With AI use continuing to be one of the key finance trends, the discussion focused on both the exciting possibilities and the potential pitfalls of AI in the world of finance. Two papers caught people’s attention for showcasing how generative AI is commonly used in finance.  

The first paper talked closely about Large Language Models or LLMs. Trained on massive amounts of data, LLMs can understand and generate human language. Think of popular chatbots like ChatGPT or Google’s own Gemini. 

J. Leland Bybee’s research focused on using LLMs to generate “beliefs” based on historical finance news. By feeding the AI articles from financial journals, Bybee simulated daily stock market predictions. The surprising result: the model’s predictions closely matched real-life surveys, even capturing signs of mispricing and overvalued stocks (bubbles) before they happened.  

The second paper, by Sophie Calder-Wang and Gi Heung Kim, took a fascinating look at how AI is changing the U.S. rental market. They focused on algorithmic pricing where AI programs automatically set rental prices.  

When there’s low demand (such as off-seasons) the program lowers rent to attract renters. But during peak times, it raises rent to meet higher demands. 

While convenient, the study found that algorithmic pricing can help balance supply and demand. The catch is, if too many homeowners use this system, it can lead to rent prices skyrocketing. The program doesn’t just consider local trends but takes competitor prices into account, this leads to rentals being consistently higher than if humans set the prices themselves.  

The Solution to Proper AI Use: Regulation!  

Forbes’ panel on AI in the financial industry featured leading figures in banking who tackle challenges and potential solutions for proper AI use.  

One key takeaway came from Kira Vuppu, Chief Product Officer for Commercial Banking at Wells Fargo. Vuppu emphasized that the financial industry is built on a foundation of regulations, especially when it comes to adopting new technologies. He assured audiences that AI use will be subject to the same rigorous oversight and transparency, especially when it comes to impactful financial decision-making. 

This aligns perfectly with the research by Calder-Wang and Kim. They too concluded that regulations are necessary before the mass adoption of algorithmic pricing to prevent potential issues. 

The message is clear: both industry leaders and researchers recognize the need for a balance. Financial institutions are excited about the potential of AI, but they understand the importance of responsible implementation. By ensuring transparency and proper oversight, AI can become a powerful tool for financial institutions while safeguarding consumers.  

Trends in Finance #2 Sustainable Investing in 2024  

A recent study by the Morgan Stanley Institute for Sustainable Investing reveals one of the trends for finance investors. A staggering 77% of global investors now express interest in companies or funds that prioritize positive social and environmental impact. This interest is translating into action, with over half of respondents planning to increase their allocation to sustainable investments by 2025.  

Climate action is at the forefront of this movement, with investors ranking it as their top sustainable investing focus, followed by healthcare. However, the focus goes beyond specific initiatives. Investors are keenly interested in a company’s carbon footprint and their commitment to reducing greenhouse gas emissions. They seek proactive planning for decarbonization strategies and how businesses will adapt their models to align with climate science requirements.  

Sustainable Investment Concerns: ESG Data Transparency and Greenwashing  

We all want to partner and work with companies and investors that mirror our own values. However, the study reveals two significant sustainable investment hurdles: ESG transparency and greenwashing. 

First, Environmental, Social, and Governance (ESG) reports detail a company’s sustainability efforts, social impact, and governance practices. Investors find them difficult to use due to a lack of transparency and consistent reporting standards. In turn, this lack of transparency and availability of reports makes it challenging to compare and assess companies’ commitment to ESG principles.  

Second, the study also identified greenwashing as a persistent obstacle to sustainable investing. Greenwashing occurs when companies mislead the public about their environmental efforts, often promoting unsubstantiated solutions to the climate crisis.  

The United Nations highlights common greenwashing tactics that investors find deceptive:  

• False ESG Claims. Companies exaggerate or fabricate their environmental, social, and governance practices.  

• Opaque Operations. Companies lack transparency regarding their operations and production processes, making it difficult to assess their true environmental impact.  

• Misleading Labels. Companies use vague or unsubstantiated terms like “green” or “eco-friendly” without real commitment to sustainability.  

The UN advises investors and consumers to be wary of these tactics, prioritize responsible spending, and seek companies with transparent and verifiable ESG initiatives. 

Trends in Finance #3: Competition for Finance Talent 2024  

Talent is one of the largest trends in finance for every business. The accounting profession faces a significant challenge in attracting and retaining qualified individuals. Recent trends in the U.S. and the UK highlight this growing concern:  

• U.S. universities awarded 7.8% fewer bachelor’s degrees in accounting in 2022 compared to 2021.  

• Based on the previous article, master’s degree completions in accounting also declined in the U.S.  

• The UK witnessed a drastic 30% drop in applications for accounting roles between 2021 and 2022.  

This decline is creating a talent shortage, as Jamie Lyon, ACCA Global Head of Skills, Sectors, and Technology, points out: “The shortage of talent and cost of meeting pay rise demands… means that attracting and retaining talent presents a huge ongoing challenge for employers.” With this said, what’s a key factor in retaining financial talent?  

Diversity, Equity, and Inclusivity Practices is a Deciding Factor for Finance Talents  

The Global Talent Trends 2024 Survey by the Association of Chartered Certified Accountants (ACCA) shines a light on the growing importance of Diversity, Equity, and Inclusion (DEI) in attracting and retaining talent within the finance sector. The survey reveals a strong correlation between a company’s DE&I practices and its appeal to potential employees. A significant 73% of respondents indicated that a robust Diversity and Inclusion culture significantly influences their choice of employer.  

This finding underscores the critical role DEI plays in today’s job market. Financial professionals are increasingly prioritizing workplaces that foster a culture of inclusivity and diversity. 

The Key Takeaways for Finance Trends 

There are 2 primary takeaways from the current 2024 trends in the finance sector:  

The rise of Sustainable Investing and the increasing use of AI in finance are reshaping the skills needed for success in the field. While strong accounting expertise remains essential, organizations now require talent with a broader skillset. Specialization beyond financial knowledge is key. With a growing demand for expertise in areas like ESG and digital literacy, Organizations need to now invest in recruitment toward these specialized skills.  

Second, the growing trend of specialization makes recruitment even harder amidst the existing global talent shortage. In today’s workplace, fostering a welcoming and inclusive environment is no longer a nicety, it’s essential to attracting incredible talent. This is why organizations need to demonstrate a strong commitment to DEI or partner with providers who do.  

Our solution – partner with an offshore provider like HGS Offshore Staffing Solutions for an offshore finance or accounting team:  

• Expand Your Talent Pool. HGS OSS goes beyond local limitations, connecting you with a global network of top financial professionals. 

• Direct Your Recruitment Efforts. Our offshore recruitment strategy lets you take control of the recruitment process to find the best fit for your team.  

• Embrace Diversity and Inclusion. HGS’ global DEI initiatives showcase our dedication to inclusivity, a quality highly valued by finance talents.  

Through HGS OSS, you gain access to the best financial talent without diverting resources from your core functions. This way, all you need to do is manage your finance team towards new and incredible heights. Contact HGS OSS today. 

Citations

Broadbean. “Accounting Firms Hit Hard by Labour Shortages.” Broadbean, 1 July 2022, www.broadbean.com/uk/resources/blog/articles-actualite/accounting-firms-hit-hard-by-labour-shortages/. 

Bybee, Leland. “The Ghost in the Machine: Generating Beliefs with Large Language Models.” Google, 11 Nov. 2023, scholar.google.com.ph/citations?view_op=view_citation&hl=ro&user=8KKADu0AAAAJ&citation_for_view=8KKADu0AAAAJ%3AzYLM7Y9cAGgC. Accessed 

Calder-Wang, Sophie, and Gi Heung Kim. “Algorithmic Pricing in Multifamily Rentals: Efficiency Gains or Price Coordination?” SSRN, 11 Apr. 2023, papers.ssrn.com/sol3/papers.cfm?abstract_id=4403058. 

Columbia Business School. “Artificial Intelligence and Finance: Opportunities and Risks.” Google Sites, 2024, sites.google.com/view/ai-finance-conference/. 

Forbes. “How Will AI Affect the Financial Industry?” Forbes, Forbes Magazine, 3 May 2023, www.forbes.com/video/dd7239d2-90ca-4250-8565-bef66d9b7616/how-will-ai-affect-the-financial-industry/.

Hall, Carrie. “Morgan Stanley Survey: High Investor Interest in Sustainability.” Morgan Stanley, 29 Jan. 2024, www.morganstanley.com/press-releases/morgan-stanley-sustainable-signals-survey-shows-investor-interes. 

HGS Offshore Staffing Solutions. “Accounting in the 21st Century: New Advancements in the Industry.” HGS OSS, 21 Feb. 2024, hgsoss.com/newsroom/industry-focus/accounting-in-the-21st-century-new-advancements-in-the-industry/. 

HGS Offshore Staffing Solutions. “Why You Should Hire Offshore Accountants.” HGS OSS, 25 Apr. 2023, hgsoss.com/newsroom/why-you-should-hire-offshore-accountants/. 

Lyon, Jamie. “Global Talent Trends 2024.” ACCA Global, 7 Feb. 2024, www.accaglobal.com/gb/en/professional-insights/pro-accountants-the-future/global-talent-trends-2024.html. 

Maurer, Mark. “Accounting Graduates Drop by Highest Percentage in Years – WSJ.” The Wallstreet Journal, 12 Oct. 2022, www.wsj.com/articles/accounting-graduates-drop-by-highest-percentage-in-years-5720cd0f. 

United Nations. “Greenwashing – the Deceptive Tactics behind Environmental Claims.” United Nations, www.un.org/en/climatechange/science/climate-issues/greenwashing. 

A Celebration of Love and Community: An HGS OSS June Huddle

At HGS OSS, inclusivity is at the core of everything we do. That’s why our June Huddles are such a celebrated and highly anticipated event! We have always valued the LGBTQIA+ community, and June is an incredible reminder for everyone to continue conversations for safe spaces and gender inclusivity during and far beyond June. 

This year’s Pride, titled Hue & You, is a celebration about you and your identity, living freely and without fear. We wanted to spread a rainbow of joy through avenues of creative expression: iconic talent shows, fabulous drag transformations, and the sharing of heartwarming tales and stories.  

Before we get into our June huddle celebrations, let’s take a quick refresher – what’s Pride about? 

Celebrating Pride Month at Our June Huddle 

Pride is a staple celebration during June. During Pride month, LGBTQIA+ members and allies march in colorful outfits, carrying signs representing their causes and organizations. While it has its roots as a protest (and it always will!), everyone has their way of celebrating it! The goal always remains the same: LGBTQIA+ visibility and gender equality! Here at HGS OSS, we do our best to facilitate a vibrant and open celebration that resonates with our community.  

Vice President of Global Corporate Communications, Shilpa Harsh, mentioned that our Pride Month is not just a celebration but also an endless commitment, “to honor the struggles of those who came before us, to amplify the voices of those still fighting, and to pave the way for a world or a future where every individual can be authentically themselves and without fear.” 

Group CEO, Partha DeSarkar, also highlighted in his opening speech that inclusivity is central at HGS, and that the battle does not stop in Pride month alone, emphasizing, “It’s not about just a Pride Month, it is about how we behave 365 days a year.”  

In fact, across the global offices of HGS, we’re celebrating Pride every day! Pride is more than a month-long celebration; it’s a continuous reminder of the LGBTQIA+ community’s struggles and milestones. It’s a reminder of the journey that got us here, and the journey we still need to take. So, we invite everyone to paint the world with Pride every day, 365 days a year! 

Hue & You – a Heartwarming June Huddle! 

As mentioned, this Pride Month huddle celebrates the beauty of our own gender identities! We held a wide array of games and competitions inspired by queer history and culture. From trivia games to site-wide performance contests, our teams showcased what Pride is about. 

Celebrating Drag Artistry and the Creative Freedom of Gender! 

Drag has become a staple when it comes to showcasing the artistic freedom of gender. It’s a good way to break the stigma against gender. We invited our WFH teams to take up their makeup sponges and blend their sharpest contours for our Fiercest Drag Transformation contest! Our participants gave us a jaw-dropping transformation that left us in awe. Without further ado, let’s give a round of applause to our top transformation for June! 

Thanks to everyone who joined our Fiercest Drag Look contest – turns out HGS OSS is full of makeup experts.

Showcasing Bright Megastars of the Born This Way Contest! 

Kicking off center stage, we still can’t get over how showstopping and mesmerizing our performers were during the Born This Way contest! The audience screamed their lungs out, cheering and chanting on their favorite superstars because our drag queens graced the floor with extravagance. Some of our performers even impersonated queer icons like Taylor Swift, others popped off with rainbow props on stage – we didn’t know that anyone could dance in high silver heels! Meanwhile, iconic HGS OSS drag queens banded together to form a gorgeous girl group and giving the crowd a showstopping performance to the queer anthem “Lady Marmalade” by Christina Aguilera! As they entered one–by-one, the crowd was up on their feet, dancing to the beat! 

Of course, Born This Way is not just for our drag performers – it’s for everyone! More performers walked in at our The Curve site as HGS OSS’ very own boy band pulled off groovy moves, perfectly slaying the stage.  

A round of applause to our megastars who brought home the title! You really showed us your unique artistry and creativity in freely expressing the hue in you. 

Hearing Pride Stories at our Out, Loud, and Proud Contest 

We want our participants to be heard, that’s the spirit of the Hue & You huddle! Our participants shared their inspirational stories that melted our hearts in the Out, Loud, and Proud contest. Pale Valdez shared remarks they heard as a kid from elders, “Ay, dalaga na siya” (“Oh, he’s a grown-up woman”) – commenting on their femininity. However, they were able to find the light at the end of the tunnel, discovering who they really were. “Everybody deserves to be loved.” 

Meanwhile, Ramon Salvacion shared their coming-out journey in his small town, and how it seemed impossible to be their authentic self. Ramon advised the audience, “First, accept yourselves… Do not be content [with pretending], just be who you are.” 

Thank you everyone for sharing your heartwarming stories! Everything may be rocky, especially at first, but we’re proud of you for your bravery in continuing the conversation on inclusivity.  

What’s Next for HGS OSS? 

We may be ending our Hue & You huddle with flying colors, but the commitment to pushing acceptance and inclusivity will always be in our hearts, every day, not only in June. Never be afraid of showing your true self (and colors!) with us because diversity is always welcomed in the HGS OSS community. Pride Month may be over, but we’ll always stand tall in our advocacies and walk the talk. And, hey, know that we are one with you in waving the pride flags every day for a better tomorrow! 

Before we go, we invite you to check out our June huddle photos on the HGS OSS Facebook page! We have a lot more in store for 2024 – and we cannot wait to tell you all about it. Until next time!  

Citations

Harsh, Shilpa. “Impact of the LGBTQ+ Community on Economic Growth.” People Matters, 28 June 2024, www.peoplematters.in/article/diversity/impact-of-the-lgbtq-community-on-economic-growth-41861. 

HGS Offshore Staffing Solutions. “Why Pride Month Matters.” HGS OSS, 29 June 2022, hgsoss.com/newsroom/why-pride-month-matters/. 

Maximizing Cost Efficiency: Benefits of Offshoring in the Construction Industry

The Impact of Fixed-Price Contracts on Construction Costs 

Fixed-price contracts are common practice in the construction industry, where the contractor agrees to complete a project for a predetermined price. While these fixed-price contracts provide certainty for both parties: the client knows the exact cost upfront, and the contractor has a defined scope of work. However, managing construction costs under a fixed-contract can pose its fair share of challenges. Contractors bear significant financial risks, as they are bound to complete the project within the agreed price, regardless of any unforeseen circumstances, changes to the construction plan, or rising costs of labor and materials.  

This can lead to financial risks for contractors, especially when there are unexpected cost increases during projects. For example, if the price of building materials suddenly rises, contractors may have to bear the additional costs themselves, impacting their profitability. Such challenges require contractors to be meticulous and efficient in their project management. Fortunately, offshoring certain administrative and maintenance roles can help mitigate these challenges by reducing overall costs. 

Rising Costs in the Construction Industry: Challenges and Solutions 

The construction industry has faced rising costs in recent years, negatively impacting project budgets and profitability. A key driver of this increase is the growing demand for skilled labor. As the industry continues to grow, there is a shortage of skilled workers, leading to higher wages and salaries. According to ABS research in Australia, the Wage Price Index (WPI) rose by 0.8% for the quarter and 4.1% annually, after adjusting for seasonal changes. In the construction sector, the WPI increased by 0.7% for the quarter and 4.2% for the year. 

Additionally, the cost of building materials, such as steel and concrete, has been steadily increasing. Factors such as inflation, supply chain disruptors, and global market conditions can drive up the overall costs of construction projects, making it difficult for contractors to manage their budgets effectively. To combat these challenges, construction companies can consider offshoring certain roles to countries with lower labor costs. 

By offshoring administrative and maintenance roles, companies can access a pool of skilled professionals at lower wages. These strategies provide contractors with a cost-effective solution to mitigate rising construction expenses. 

Offshoring in the Construction Industry: A Cost-Effective Solution 

Offshoring within this industry involves transferring specific roles or tasks to overseas locations, such as the Philippines or India. This can include administrative tasks like project management, accounting, documentation, and maintenance roles such as equipment servicing and facility management.  

One of the key advantages of offshoring in the construction industry is cost savings. By offshoring certain roles, construction companies can significantly reduce labor and operational costs, significantly lowering their overall project expenses. 

Offshoring offers access to a broader talent pool, enabling construction companies to recruit skilled professionals not readily available locally. This can enhance the overall efficiency and effectiveness of construction projects, leading to improved project outcomes. It’s important to note that careful planning and management of the offshoring process are crucial. Meticulous preparation during the early stages of implementation is essential to ensure smooth operations and effective communication between onshore and offshore teams. 

Maximizing Efficiency Through Offshoring Admin and Maintenance Roles  

Offshoring certain administrative and maintenance roles in the construction industry can significantly improve efficiency in project management and operations. By offshoring tasks like project scheduling, documentation, and reporting to offshore teams, onshore construction professionals can focus on core business functions. 

Similarly, offshoring maintenance roles such as equipment servicing, and facility management can ensure timely and cost-effective maintenance of construction sites and facilities. This approach can help prevent unexpected breakdowns and delays, ultimately contributing to the project’s smooth execution. 

Moreover, offshoring these roles can also enable round-the-clock support and assistance. With offshore teams across time zones, construction companies ensure 24/7 resource availability, boosting project efficiency and responsiveness. 

By leveraging offshoring for admin and maintenance roles, construction companies can optimize their resource allocation, boost productivity, and achieve better project outcomes.  

Successful Implementation of Offshoring in Construction 

Several construction and strata management companies have successfully implemented offshoring strategies to save costs and improve efficiency in their operations. HGS OSS worked closely with major strata management companies in Australia, which offshored their project management and documentation tasks to a dedicated offshore team in the Philippines.  

By offshoring these roles, the company was able to reduce their costs and improve project turnaround time. The offshore team effectively managed project schedules, communicated with stakeholders, and ensured timely documentation, resulting in smoother project execution.  

To learn more about our approach to offshoring and how we helped our clients build their own dedicated teams, contact us now today. 

Citation

Bleby, Michael. “Rising Costs Add Burden to Weak New Home Construction.” Australian Financial Review, 27 Dec. 2023, www.afr.com/property/residential/rising-costs-a-threat-to-weak-new-home-construction-20231218-p5es5k.

HGS Offshore Staffing Solutions. “The Industry Demand for Data Entry Specialists.” HGS OSS, 17 May 2024, hgsoss.com/newsroom/the-industry-demand-for-data-entry-specialists/.

HGS Offshore Staffing Solutions. “Why You Should Hire Offshore Accountants.” HGS OSS, 25 Apr. 2023, hgsoss.com/newsroom/why-you-should-hire-offshore-accountants/.

McSweeney, Niall, et al. “Australian Construction Material Price Outlook – Q2 2024.” Altus Group, 4 Sept. 2024, www.altusgroup.com/insights/australian-construction-material-price-outlook/.