Our Impact

JGSHI Learning Festival (JGSLF)

Accelerating Skills, Strengthening Capabilities, and Preparing Employees for the Future

The JGSHI Learning Festival (JGSLF) serves as a cornerstone of the organization’s long-term capability-building agenda, providing employees with structured access to emerging knowledge, modern skills, and expert insights needed to thrive in a rapidly evolving business landscape. More than a traditional training program, the JGSLF functions as a strategic development platform—curating learning experiences on leadership, digital transformation, customer centricity, sustainability, and innovation to ensure employees stay relevant and future-ready. Its 2025 hybrid format, which engaged 1,668 participants across JGSHI, expanded learning reach and reinforced the organization’s commitment to making growth opportunities available to all employees.

What distinguishes the JGSLF is its role in strengthening organizational capability at scale. By bringing together employees, leaders, and external practitioners in a single learning ecosystem, the festival drives cross-pollination of ideas, promotes strategic thinking, and encourages employees to explore new ways of solving business challenges. The program’s design—featuring interactive workshops, gamification elements, and themed learning tracks—intentionally builds curiosity, adaptability, and continuous-improvement mindsets. Strong satisfaction scores and growing interest in sessions on sustainability, technology, and innovation demonstrate that employees value development opportunities that elevate both technical and strategic competencies.

Over time, the JGSLF has emerged as an important lever in JGSHI’s goal of building a resilient and future-ready workforce. It not only equips employees with the knowledge to meet present demands but also prepares them for shifts in technology, market expectations, and business environments. By positioning learning as a shared responsibility and strategic enabler, the JGSLF reinforces JGSHI’s belief that long-term organizational success depends on a workforce that is skilled, agile, and continuously evolving.

JGSHI Olympics – Championing Belonging, Connection, and Inclusive Participation

The JGSHI Olympics is one of the organization’s most inclusive and unifying programs, bringing together employees from every business unit, level, and background to celebrate teamwork, camaraderie, and shared joy. By offering a wide mix of activities—from traditional sports to digital games and creative performances—the Olympics ensures that every employee can find a meaningful way to participate, regardless of physical ability, interests, or experience. This deliberate inclusivity strengthens employees’ sense of belonging and creates shared moments that remind everyone that they are valued members of one JGSHI community.

Beyond its fun and energetic atmosphere, the initiative fosters deep cross-SBU relationships, helping employees connect with colleagues they might otherwise never meet. These interactions break down organizational silos and build trust, strengthening collaboration in the workplace. The Olympics also plays a meaningful role in employee well-being by encouraging physical activity, supporting mental wellness, and providing a positive outlet for self-expression and team pride. High engagement levels and strong satisfaction ratings underscore the program’s impact in elevating morale and reinforcing a culture where people feel supported and included.

As the JGSHI Olympics continues to evolve, the focus remains on expanding accessibility, offering a wider range of activities, and ensuring that every employee—whether on the court, behind a screen, or cheering from the sidelines—has a space to contribute. In doing so, the initiative embodies Shared Success in its truest form: when everyone has a voice, a role, and a chance to shine, the entire organization moves forward together.

JGSHI’s Employee Wellness Program

At the beginning of 2025, JGSHI set out to strengthen its commitment to employee well-being by launching a comprehensive Wellness Program that focused on physical, mental, financial, and social health. The program introduced a variety of initiatives, ranging from physical health services, such as the Annual Physical Exam, Flu Vaccination, Wellness Bazaar, and the twice-yearly Step Challenge, to educational webinars, such as Beyond Resolutions, Feast Smarter, Not Harder, and the Disaster Preparedness Webinar. Mental wellness was supported through sessions on gratitude, growth, and stress management, where employees were also introduced to the Employee Assistance Program. Financial literacy improved through webinars with SAVii and BPI Wealth, while community engagement grew through the Blood Donation Drive with the Philippine Red Cross. The Rebel Fitness App tied the wellness journey together by providing a digital platform for physical, mental, and nutritional support.

These initiatives were executed through a mix of live webinars, onsite health services, digital engagement via Rebel, and interactive wellness events. Employees actively participated in fitness challenges, attended wellness sessions, and accessed tools that helped them build healthier routines.

As a result, employees became more health-conscious, demonstrated stronger engagement in wellbeing activities, and developed greater awareness of mental health and financial stability. The Annual Physical Exam (APE) and vaccination programs improved preventive health practices, while community involvement deepened through blood donation efforts. The company also observed growing participation in digital wellness through the Rebel app.

Looking ahead, JGSHI plans to expand its wellness offerings, increase access to on-site health services, and continue promoting a strong culture of wellbeing across the organization.

JGSHI Corporate Center Unit Recognition Program (Darwinbox Vibe)

The JGSHI Recognition Program (Darwinbox Vibe) is an internal employee recognition and engagement initiative of the Corporate Center Unit (CCU) under the Gokongwei Group. Enabled by the Darwinbox Vibe digital platform, the program promotes a culture of appreciation by making recognition continuous, peer-driven, and visible across the organization. It recognizes everyday contributions as well as outstanding performance, reinforcing behaviors aligned with CCU and Gokongwei Group core values.

The primary objective of the program is to strengthen employee engagement, motivation, and morale while embedding appreciation into daily work practices. This initiative supports the Group’s sustainability commitments under the Social pillar, particularly in advancing positive workplace culture, employee well-being, and inclusive people practices. By encouraging peer-to-peer recognition and reinforcing value-based behaviors, the program contributes to long-term human capital development and organizational resilience.

The JGSHI CCU Recognition Program is an ongoing initiative and has been fully implemented across the CCU. Since its rollout, adoption and engagement have steadily increased, demonstrating growing acceptance of digital recognition as a core people practice.

The program delivers significant benefits to both employees and the organization. Employees feel valued and motivated through timely and meaningful recognition, while the organization benefits from higher engagement, improved morale, and stronger collaboration. The integration of GoRewards points as a tangible token of appreciation enhances the program’s impact by allowing recipients to redeem rewards across participating Gokongwei Group brands, linking workplace recognition to real-world value.

Key stakeholders include all CCU employees, managers, and peer recognizers, with oversight from Human Resources and culture teams. Recognition champions and active users also play a vital role in amplifying positive behaviors across the organization.

The initiative is executed through the Darwinbox Vibe platform, which serves as a centralized recognition and engagement hub. Employees can send peer-to-peer recognitions, tag core values, and gift GoRewards points. Recognitions appear on a shared social feed where colleagues and leaders can engage through reactions and comments. The program also includes quarterly recognitions for both Top Recognized Employees and Top Recognizers, ensuring balance between performance impact and generosity.

As of the latest reporting period, the program achieved a 75% adoption rate, with 207 employees having sent at least one recognition. Active engagement reached 57%, exceeding the original target, with 117 employees using the platform at least ten times. On average, 253 recognitions were sent per month, reflecting consistent participation and sustained engagement.

Looking ahead, the CCU plans to further enhance the program by increasing adoption, deepening engagement through campaigns and communication, and leveraging recognition insights to inform broader people and culture strategies. Overall, the CCU Recognition Program demonstrates the Group’s commitment to cultivating an engaged, appreciative, and values-driven workplace that supports sustainable organizational success.

JGSHI Safety and Preparedness Initiative

To strengthen workplace resilience and safety, JGSHI rolled out its comprehensive Workplace Safety and Preparedness Initiative. The program brought together essential components, including the RET Fire Drill Program, ISO 45001:2018 Training, Basic Life Support (BLS) Training, Occupational Safety and Health (OSH) Council Meetings, the annual OSH Convention, and safety audits for Security and Third-Party Service Providers.

Execution was carried out through structured, hands-on activities. Annual fire drills conducted with local authorities allowed employees to practice evacuation routes and proper fire response techniques. ISO 45001 training equipped teams with foundational knowledge in hazard identification and safety compliance. BLS training equipped Emergency Response Team members with CPR skills and emergency simulation training, enhancing medical readiness. Regular OSH Council Meetings ensured safety performance was closely monitored, while the OSH Convention fostered awareness and recognized achievements in workplace safety. Third-party safety audits reinforced contractor compliance with organizational standards.

These initiatives resulted in stronger emergency preparedness, more consistent adherence to safety protocols, and improved organizational compliance with occupational safety requirements. BLS-trained responders enhanced the company’s capacity to address medical incidents, and proactive risk identification helped prevent potential safety issues.

Looking ahead, JGSHI aims to further strengthen third-party safety oversight and continue its active involvement in industry-wide safety learning activities, ensuring the company remains committed to providing a safe, resilient, and sustainable workplace for all.

Cebu Pacific Empowering EveryJuan Towards Meaningful Careers and an Inclusive Workplace

CEB continues to put people at the center of its long-term growth strategy, reinforcing its position as the low-cost carrier of choice by creating meaningful careers and an inclusive workplace. In 2025, the airline welcomed 619 new hires, with 20% of movements driven by internal mobility—demonstrating a strong culture of developing talent from within. The OFW Balikbayan Program also brought seasoned Filipino engineers back home, bolstering specialized technical roles and strengthening the domestic aviation talent pool.

A robust learning and development ecosystem underpins CEB’s people strategy. Through CEB U, LinkedIn Learning, the Juan Leader Program, WINGS, and the Cadet Pilot Program, employees accessed 339,823 training hours in 2025. These learning efforts were complemented by 54,527 pilot training hours and 252,988 cabin crew training hours, equipping teams with the competencies to deliver safe, efficient, and customer-centric service. Employee engagement is further fostered through the Juan CEB Community (JCC), a network of 15 interest-based groups—from Sky Pickleball to Skybound Crew Dance and the Tennis Club—that strengthens camaraderie and workplace wellbeing.

CEB continues to strengthen its approach to diversity, equity, and inclusion (DEI) through workforce representation, strategic partnerships, and inclusive employee policies. Women represent 54% of the airline’s workforce and management, reflecting the company's efforts to support gender representation in aviation. In 2025, Cebu Pacific also partnered with Women in Aviation International – Philippines to promote greater participation of women in aviation-related careers.

The airline also supports opportunities for underrepresented groups. It entered into a partnership with The Vanguard Academy to offer internship opportunities for neurodivergent youth, providing exposure to workplace environments and avenues for skill development. In addition, CEB’s employee benefits extend HMO coverage and travel privileges to same-sex and common-law partners, supporting more inclusive access to employee benefits.

These initiatives were recognized at the 2025 Economic Times Human Capital Awards, where CEB received a Bronze Award in the Diversity & Inclusion category. The airline was the only Southeast Asian carrier recognized in this category that year.

Institutionalizing Cross-Property Learning Through RHR Academy Presents: Flash Talk

As part of Robinsons Hotels and Resorts’ commitment to nurturing our people by investing in their growth and well-being, we strengthened nationwide capability-building through RHR Academy Presents: Flash Talk. The initiative directly supports Strategy 1: attracting and retaining talent by institutionalizing a nationwide learning platform where in-house specialists share practical knowledge across properties through interactive sessions. By scaling shared operational know-how, Flash Talk reinforces consistent standards across hotels and reduces learning gaps created by siloed, site-specific practices.

The program was launched in May 2025 and remains ongoing. It is designed as a virtual, talk show–style learning series featuring internal subject matter experts (technical and functional). Topics covered in CY2025 included Hospitality by Heart, Mindset Matters: Fostering a Culture of Growth Through Learning, and Behind the Lobby: Secrets to Seamless Hotel Operations, among others. Execution focused on three elements: 1) delivering sessions virtually to ensure broad, nationwide reach; 2) scaling participation across properties to enable cross-hotel knowledge-sharing; and 3) driving engagement through interactive chat and open Q&A, including anonymous questions to encourage participation and candid discussion.

In Calendar Year 2025, Flash Talk covered 20 properties nationwide and delivered nine episodes, averaging 132 attendees per episode. The series generated 1,184 total participant training hours, demonstrating sustained uptake and scale. As an outcome, the initiative reinforced engagement and culture—aligned with 97% Pulse Employee Engagement and 98% Great Place to Work (2025)—while strengthening talent development and retention drivers through structured cross-property learning.

Key stakeholders include RHR leadership, the RHR Academy team, in-house specialists serving as speakers, and property-level employees participating and applying learnings on the ground. Sustainability alignment is anchored on Primary SDG 4 (Quality Education) with Secondary SDG 8 (Decent Work and Economic Growth) through continuous capability-building and employee development. Building on CY2025 results, Flash Talk will continue as an ongoing platform, with a broader pipeline of topics and speakers being developed to deepen employee growth, expand practical skill-building, and sustain well-being outcomes across the portfolio.

Empowering Excellence and Leading with Heart: Robinsons Malls Recognized Among the Philippines’ Best Employers — Earning the Top Spot Across Malls Nationwide!

Robinsons Malls has been named one of the Best Employers in the Philippines, earning the top spot across malls nationwide. The recognition, awarded in the Philippines’ Best Employers 2025 list by the Philippine Daily Inquirer and Statista, highlights companies that demonstrate exceptional workplace culture, employee satisfaction, and strong commitment to people development. 

The nationwide ranking is based on thousands of employee evaluations covering career development, compensation and benefits, work-life balance, and workplace culture. Being ranked #93 out of the 300 Best Employers and #1 among malls on the list underscores Robinsons Malls’ strong reputation as an employer of choice.

Beyond creating vibrant shopping and lifestyle destinations, Robinsons Malls continues to invest in its people through leadership programs, continuous learning opportunities, and wellness initiatives, fostering an environment where talent thrives and where purpose drives performance. 

With 56 malls nationwide, Robinsons Malls is not only a leader in retail innovation but also a benchmark for excellence in employee engagement and organizational culture.

URC Recognized for Excellence in Human Resources Across Southeast Asia

Universal Robina Corporation (URC) continues to be recognized for its strong people programs and positive workplace culture. In 2025, the company received several regional awards for excellence in human resources and employer branding across Southeast Asia. These recognitions reflect URC’s ongoing efforts to support its employees and build a workplace where people can grow and succeed.

The initiative focuses on strengthening URC’s people development and employee engagement programs. Its main objective is to attract, develop, and retain talented employees while creating a supportive and collaborative work environment. This supports URC’s broader sustainability commitment to responsible business practices and people development, recognizing that employees play a key role in the company’s long-term growth.

URC has been implementing various people-focused programs for several years. These initiatives remain ongoing across the company’s operations in the region. They include leadership development programs, training opportunities, campus recruitment, internship programs, and employee engagement activities. These efforts help employees build skills, gain experience, and contribute more effectively to the organization.

Several stakeholders are involved in these initiatives. These include URC employees, company leaders, human resources teams, academic institutions, and external organizations that assess workplace practices and employer reputation. Collaboration among these groups helps strengthen URC’s workplace culture and talent development programs.

In 2025, URC received several recognitions for its human resources initiatives. Among these are the HR Asia Best Companies to Work for in Asia award and recognition in the Graduate’s Choice of Employer Top 10 in the FMCG category in Malaysia. These awards highlight URC’s continued efforts to create a positive workplace and provide opportunities for employee growth.

The recognition also reflects the benefits of URC’s people programs. These initiatives support higher employee engagement, stronger leadership capabilities, and improved talent attraction across the company.

Moving forward, URC plans to continue strengthening its people programs. The company will focus on developing leadership capabilities, expanding learning opportunities, and improving the overall employee experience. Through these efforts, URC aims to remain an employer of choice and continue building a workplace where employees can thrive.

Robinsons Malls Named Global Recycling Hero for Transforming Everyday Habits into a Greener Future

Robinsons Malls proudly announces its international recognition as one of the 2025 Recycling Heroes Competition winners by the Global Recycling Foundation (GRF), revealed during the observance of Global Recycling Day on March 18, 2025. The esteemed award honors Robinsons Malls’ sustainability campaign, “Everyday for a Greener Future,” which integrates eco-consciousness into daily life. Through this initiative, Robinsons Malls encourages Filipino consumers to adopt environmentally friendly habits in their everyday routines—from shopping and dining to entertainment—while addressing critical environmental concerns, including waste management, climate action, and community involvement. 

The “Everyday for a Greener Future” campaign exemplifies Robinsons Malls’ commitment to environmental responsibility through a range of impactful strategies. These include the expansion of mall-wide waste management and recycling systems, collaborations with organizations such as the Department of Environment and Natural Resources (DENR), Department of Sanitation Quezon City (DSQC) BasuHero, PLDT-Smart and various local government units, the installation of Reverse Vending Machines, E-waste and chopstick recycling bins, and the organization of recycling markets, educational activities including eco-art workshops, composting demonstrations, and sustainability fairs.

Robinsons Malls is one of 20 winners globally selected by the GRF for demonstrating excellence in sustainability, innovation, and community engagement. The full list of 2025 Recycling Heroes includes: Cartridge Depot (South Africa), Chelmsford College (England), Clean Circle Limited (Cameroon), Ecoact (Tanzania), Erni Suhaina Fadzry of the Indonesian Islamic Propagation Council (Indonesia), Evan J Schwartz of AMCS Group (North Carolina, USA), Going Green Dubai (UAE), GreenLite Solutions (Nigeria), Ittisha Sarah of Northeast Waste Collective and Azure Lotus Foundation (India), Lennart Osthoff of Repartly (Germany), Mercy Amarachukwu Abayomi of Ama Shop It (Nigeria), Mosquito-Shield Potpourri (Uganda), Princes Town West Secondary School (Trinidad and Tobago), Project Kaagaz by Learning Paths School (India), Sabine Janneck of Circle Cook Island, Safisana (Ghana), The Koru Foundation (India), Torre Plastik (Portugal), Toys Up (Netherlands), and Robinsons Malls (Philippines).

R Water: Advancing Circular Guest Water Provisioning Through In-House Bottling

As part of Robinsons Land Corporation’s commitment to “optimize our use of natural resources and foster circularity in all our businesses,” Robinsons Hotels and Resorts implemented R Water – RHR’s In-House Water Bottling Plant, a closed-loop provisioning model that replaces single-use plastic (SUP) bottled water with purified water bottled in reusable glass. The initiative directly advances Strategy 1: improving water stewardship and guest water provisioning through safe, responsible distribution; Strategy 2: reducing solid waste at source by eliminating single-use plastics in core guest-facing operations; and Strategy 3: advancing circular practices by shifting from SUP consumption to reusable systems and closed-loop provisioning.

The initiative began with the completion of a centralized in-house bottling facility in August 2024, which remained operational and expanded through Calendar Year 2025. Execution focused on 1) establishing an in-house filtration and bottling system to ensure safe, consistent water quality; and 2) deploying reusable glass bottles for guestrooms and conference and events, removing reliance on externally sourced plastic-bottled water. Rollout required cross-property coordination, supplier partnerships for bottle sourcing and logistics, and staff training aligned with health and safety standards to protect guest experience and operational consistency. In CY2025, the program included participation from The Westin Manila, Summit Hotel Greenhills, and Summit Hotel Magnolia, enabling broader adoption within the portfolio.

The bottling system produces an average of ~470 bottles per day. For CY2025, it diverted over 265,000 SUP bottles from landfill, with projected annual reductions of ~8.1 tons of single-use plastic/landfill waste and an estimated 64% reduction in carbon emissions associated with the transport and disposal of SUP bottles. Beyond waste and emissions benefits, the initiative institutionalizes a cost-efficient, closed-loop provisioning model that maintains guest satisfaction while strengthening resilience against packaging-related supply constraints.

The initiative’s sustainability alignment is anchored on Primary SDGs: SDG 12 (Responsible Consumption and Production) and SDG 13 (Climate Action), with Secondary alignment to SDG 14 (Life Below Water). Building on CY2025 results, additional properties are being studied for scaling moving forward using the same closed-loop water provisioning approach.

Robinsons Malls recognized as a Sustainability Champion by The Manila Times

Robinsons Malls, the Commercial Centers Division of Robinsons Land Corporation (RLC), was honored as one of 15 companies recognized for their outstanding sustainability programs at the inaugural Sustainability Champions 2025 by The Manila Times, the country’s oldest newspaper. The award ceremony was held on September 23 at Conrad Manila, Pasay City. 

Companies were evaluated based on The Manila Times’ Four I’s of Sustainability, namely: Initiative, Impact, Inclusiveness, and Integration, which highlight environmental, social, and governance (ESG) practices, as well as efforts toward a circular economy. 

Robinsons Malls was recognized for its wide range of sustainability initiatives, including the adoption of rainwater harvesting technologies, the use of clean and affordable energy through solar panel installations, comprehensive waste management and recycling programs, and facilities such as bike parking and repair stations, along with EV charging stations that promote greener modes of transport. The malls also champion local food producers through initiatives like the Locally Sourced fairs, which support sustainable livelihoods and homegrown businesses.

Cebu Pacific Advances Low-Carbon Growth Through Efficiency and Responsible Resource Use

Cebu Pacific continued to strengthen its resource efficiency and decarbonization pathway through disciplined fleet modernization and operational improvements. By the end of 2025, 58% of its fleet comprised NEO aircraft, significantly reducing fuel burn and emissions while enhancing operational reliability. These next-generation aircraft deliver 15–20% greater fuel efficiency than previous models. The landmark 2024 agreement with Airbus for up to 152 A321neo and A320neo aircraft, the largest order in Philippine aviation history, further accelerates the company’s transition to an all-NEO fleet by 2030.

Alongside fleet modernization, Cebu Pacific continues to optimize fuel performance through operational and digital tools. The airline uses the SkyBreathe® MyFuelCoach application and Fuel Management System, which provide pilots with post-flight analytics and fuel-saving dashboards to support more efficient flight operations. In 2025, compliance with Pilot Discretionary Fuel best practices reached a record 89%, exceeding the 45% target, contributing to 11,051 tonnes of fuel saved and 34,919 tCO₂e in emissions reductions. Flight plan optimization through direct routing also saved 1,126 tonnes of fuel, equivalent to 3,558 tCO₂e avoided.

These investments directly support Cebu Pacific’s long-term climate ambition by lowering carbon intensity to 75.7 gCO₂e/RPK in 2025, outperforming its target of less than 78.6 gCO₂e/RPK, and by enabling access to incentives under Asia’s first Sustainability Linked Loan for a low-cost carrier.

Cebu Pacific also addresses emissions beyond flight operations, including Scope 2 indirect emissions. To reduce these emissions, Cebu Pacific transitioned key facilities, including the Aplus and Juan buildings, to 100% renewable energy beginning in 2024. In 2025, the Group further advanced its ground electrification efforts by completing the Philippines’ first all-electric aircraft turnaround at Mactan-Cebu International Airport (MCIA). The turnaround utilized fully electric ground support equipment (GSE), including baggage tractors, loaders, and pushback vehicles.

Building Better Lives Through Climate-Resilient and Low-Carbon Malls

Robinsons Malls, a key business unit of Robinsons Land Corporation (RLC), launched a series of sustainability initiatives to transform its nationwide portfolio into climate-resilient, low-carbon community hubs aligned with RLC’s long-term sustainability commitments. The main objective was to respond to rising climate risks, increasing energy costs, and the growing demand for greener public spaces while operationalizing the company’s mission of “Building Better Lives.” By integrating renewable energy, ecological resilience, circular-economy practices, and clean mobility, the initiative demonstrates how sustainability can be embedded across the retail value chain—from infrastructure to customer experience.  

The program began with early sustainability pilots, including a plastic collection partnership launched in 2023, and has since scaled into a portfolio-wide strategy that remains ongoing through 2025 and beyond. It aligns with RLC’s broader ESG priorities, particularly climate action, responsible land use, and stakeholder wellbeing. Key components include installing 37.9 MW of solar energy across 28 malls, planting nearly 10,000 trees with LGU partners using indigenous, climate-hardy species, and expanding EV charging points from 14 to 42 to support accessible, low-carbon mobility.  

Stakeholders involved span multiple sectors: Robinsons Malls operations and marketing teams, local government units, sustainability partners, renewable energy providers, EV infrastructure collaborators, tenants, and mall communities. Execution relied on a cross-functional model that integrated engineering upgrades, community engagement programs, and measurable sustainability metrics. Waste and water management systems were strengthened alongside public-facing initiatives, including recycling drives, environmental education activities, and climate-resilient landscaping.  

The outcomes have been both environmental and social. Renewable energy adoption has helped reduce emissions and improve energy resilience across the mall network, while communities benefit from safer, greener environments, improved air quality, and access to sustainable transport options. The initiative also earned external recognition, including the Excellence in Resilience Award at the 2025 QC Green Awards, Sustainability Champion at the inaugural Sustainability Champions 2025 by The Manila Times, and Silver recognition at the Next Awards APAC, validating its measurable impact and innovation.  

Looking ahead, Robinsons Malls plans to further expand renewable energy capacity, scale EV charging nationwide, and deepen partnerships with LGUs and sustainability advocates to strengthen climate resilience at the community level. Beyond infrastructure, the initiative continues to evolve as a platform for awareness and behavioral change, encouraging visitors, tenants, and stakeholders to adopt more sustainable lifestyles. Ultimately, this program reflects a shift from isolated green projects to a holistic, future-ready mall ecosystem designed not only for commerce but for long-term environmental stewardship and community wellbeing.

Robinsons Hotel and Resorts Scaling Renewable Power Sourcing Through Zero-CapEx Solar

As part of RHR’s Climate Action commitment to enable a low-carbon transition and strengthen climate-related risk management, we implemented a portfolio pilot that directly supports Strategy 1: “We will scale renewable power sourcing in all our businesses.” The initiative deploys on-site solar generation through a Zero-CapEx Power Purchase Agreement (PPA) model, accelerating renewable adoption without requiring upfront capital—an approach designed for faster replication across properties. 

The program covers three hotel sites under a unified rollout in Calendar Year 2025: Grand Summit General Santos, Go Hotels Plus Naga, and Summit Hotel Naga. Execution focused on two complementary methods: 1) entering into a PPA to procure solar energy, and 2) installing on-site solar panels and solar carports to convert available roof and parking/driveway areas into productive, renewable energy assets. This configuration allows properties to generate clean electricity within existing operational footprints while supporting business continuity and reducing dependence on grid-supplied power. 

Across the three hotels, the initiative installed 378 kWp of renewable capacity. For CY2025, it generated 235,832 kWh of solar energy, offsetting an equivalent amount of grid electricity consumption. As a direct Climate Action outcome, the program delivered a 13% reduction in Scope 2 GHG emissions (191.03 tCO2e), demonstrating measurable decarbonization impact at the property level while providing a scalable template for future expansion.

The initiative’s sustainability alignment is anchored on Primary SDGs: SDG 7 (Affordable and Clean Energy) and SDG 13 (Climate Action), with Secondary alignment to SDG 9, SDG 11, and SDG 12 through resilient infrastructure, more efficient use of built environments, and responsible energy consumption practices. Building on the 2025 results, additional properties are being studied for scaling moving forward, using the same renewable sourcing and on-site generation approach.

Robinsons Malls Honored for Excellence in Disaster Preparedness and Community Resilience at the 2025 QC Green Awards

Robinsons Malls, the Commercial Centers Division of Robinsons Land Corporation (RLC), has been recognized for its exceptional commitment to safety, disaster preparedness, and sustainable operations at the 2025 Quezon City Green Awards. The company received the Excellence in Resilience Award, underscoring its vital role in promoting safe, sustainable, and climate-ready communities.

Held at the Quezon City MICE Center and led by Mayor Joy Belmonte, the annual QC Green Awards celebrate organizations that demonstrate leadership and innovation in environmental stewardship and disaster risk reduction. Robinsons Malls was commended for its proactive emergency preparedness programs, community-focused response protocols, and sustained efforts to protect the well-being of shoppers, tenants, and surrounding communities during times of crisis.

Among its flagship initiatives is Roots & Runoff: Robinsons Galleria’s Tree Planting and Flood Resilience Project, a nature-based solution that integrates green infrastructure and native tree planting to manage stormwater, reduce urban heat, and enhance flood resilience in Metro Manila.

“We are deeply honored to receive the Excellence in Resilience Award, which affirms our commitment to providing not only safe and enjoyable spaces for our customers but also resilient and responsive communities,” said Joel S. Lumanlan, Vice President for Operations and Marketing at Robinsons Malls. “Our mission goes beyond business continuity; it is about being a steadfast partner to the communities we serve, especially in times of need. We are proud to work alongside the Quezon City government in advancing a safer and more sustainable city.”

This recognition adds to Robinsons Malls’ growing roster of sustainability achievements. In previous years, Robinsons Novaliches received the Excellence in Climate Action Award for its Recycling Market initiative, while Robinsons Magnolia was honored for its green residual waste management program and sustainable shopping center design—highlighting Robinsons Land Corporation’s long-standing commitment to climate action, responsible development, and environmental stewardship across its nationwide portfolio.

Through Robinsons Malls, RLC continues to strengthen its emergency preparedness measures and community-building programs in alignment with local and national resilience goals, fostering safe, sustainable, and disaster-ready communities that stand as pillars of strength and stability throughout the country.