Cebu Pacific (5J) has officially made aviation history by becoming the first and only domestic airline in the Philippines to undergo and successfully complete a comprehensive workplace gender equality assessment. The leading budget carrier was formally recognized by the Philippine Business Coalition for Women Empowerment (PBCWE) following its extensive evaluation under the Gender Equality Assessment, Results and Strategies framework. This milestone marks a significant shift in the local aviation industry, which has traditionally been perceived as male-dominated, particularly in its technical and operational sectors.
The recognition comes after the airline successfully implemented seventeen distinct initiatives designed to promote a more inclusive and progressive working environment. The assessment evaluated various facets of the company’s corporate culture, including leadership accountability, the implementation of flexible work arrangements, workplace safety protocols, and the active inclusion of the LGBTQIA+ community. By subjecting its internal practices to independent international benchmarking, the carrier has set a new standard for corporate governance and employee relations within the Philippine aviation landscape.
According to leadership at Cebu Pacific, the company takes great pride in being the pioneer for independent assessment under the international framework, though the ultimate goal is not merely to hold the title of being first. The primary focus remains on constructing an environment where every individual has the opportunity to develop professionally and succeed.
“We take pride in being the first and only local carrier to have our workplace practices independently assessed under the GEARS framework, but we don’t aspire to simply be first. Our focus is on building a workplace where everyone can grow and succeed. That means continuing to strengthen our programs, listening to our people, and sustaining the progress we’ve made so inclusion remains part of how we work every day,” according to Felix Lopez, CEB Chief Human Resources Officer.
Several concrete policy updates highlight the airline’s commitment to diversity, equity, and inclusion. The carrier has officially extended full healthcare benefits to the same-sex and common-law partners of its employees, addressing a long-standing gap in traditional corporate benefit packages. In addition, specialized diversity training has been made mandatory for all organizational leaders and incoming new hires. These initiatives are supported internally by the Juan CEB Community, an official employee resource group dedicated to advocating for the rights and welfare of women, LGBTQIA+ staff, solo parents, and persons with disabilities.
This culture of inclusion has also expanded to the airline’s external community engagement and recruitment efforts. The carrier recently welcomed three Deaf student interns from the School of Deaf Education and Applied Studies (SDEAS) at De La Salle–College of Saint Benilde (DLS-CSB) into its flagship FLY Internship Program. Prior to the arrival of the interns, airline personnel participated in comprehensive awareness sessions focused on Deaf culture and inclusive communication strategies to ensure a seamless integration into the corporate environment.
Furthermore, the airline reported substantial progress in balancing its gender representation across various departments. Women now comprise fifty-four percent of the management workforce, reflecting a steady upward trend that has expanded past administrative offices into technical roles, including the flight deck. The benchmarking organization behind this assessment continues to assist Philippine corporations in evaluating their internal policies against global standards, helping to build a more equitable economic sector.