Leadership, Inclusivity, and Wellness: Insights from Umwelt.AI, Unionbank, & iQor PH

At the Talent Management Strategy Forum (TMSF) on September 18, 2024, a dynamic panel of HR leaders tackled a critical challenge: how to design employee experiences that drive engagement and retention.

Moderated by Atty. Arlene De Castro, Chief People and Customer Officer at Sprout Solutions, the discussion featured experts:

• Vishal Chopra, CEO and Co-founder of Umwelt.AI
• Michael Malicsi, Head of Talent and Culture at UnionDigital Bank
• Atty. Wilbur Gadicho, VP of HR at iQor Philippines
• Francisco Niño Savellano, HR leader and diversity advocate

Arlene introduced the concept of employee experience as a journey encompassing every touchpoint, from onboarding to exit, likening it to Maslow’s hierarchy of needs. Employees require foundational support—such as timely pay and robust timekeeping systems—before they can engage in higher-level needs like belonging, recognition, and personal growth opportunities.

An audience poll revealed:

• 45% believe recognition and rewards most impact engagement.
• 35% prioritize company culture.

Vishal stressed the role of recognition, highlighting its impact on mental well-being, motivation, and performance. When employees feel valued, their commitment soars.

Wilbur emphasized integrity as a cornerstone of leadership. Without honesty and transparency, engagement efforts lose credibility. Niño underscored the “engagement dilemma,” where companies talk about valuing employees but fail to invest in meaningful initiatives.

Both leaders agreed that effective strategies require genuine commitment and resource allocation.

The panelists identified mental health as a top priority in today’s workplace. Niño pointed to rising employee burnout and advocated for expanded health benefits to include domestic partners and elderly parents, promoting inclusivity.

Michael highlighted the importance of financial wellness, sharing how UnionDigital Bank supports employees with financial literacy programs, credit lines, and investment advice. Together, these efforts create a more holistic and supportive work environment.

On diversity, equity, and inclusion (DEI), Wilbur argued for actionable inclusivity—beyond token hiring goals. He called for accessible workplaces, active measures against age discrimination, and embedding inclusivity into company culture as a lived value.

Data was a recurring theme. Vishal introduced the “4M Framework” for securing management buy-in:

1. Monetization – Driving revenue.
2. Maximization – Saving costs.
3. Management – Mitigating risks.
4. Maneuverability – Adapting to change.

Wilbur echoed this, stressing that data-backed evidence is essential for proposals to succeed. He suggested aligning engagement programs with compliance requirements to gain senior management’s approval.

As the session concluded, panelists shared their perspectives on engagement metrics:

• Vishal: Listening to employees shows they are valued.
• Michael: Engagement is like “sunshine”—creating a transparent, energizing environment.
• Wilbur: Transformation reflects employees’ willingness to embrace growth.
• Niño: Accountability ensures engagement is a shared responsibility at all levels.

The panel concluded that designing an engaging employee experience is an ongoing journey. It requires authentic leadership, a strong and inclusive company culture, data-driven strategies, and a sincere commitment to supporting employees’ overall well-being. 

In an ever-evolving workplace landscape, HR leaders must stay adaptable, continually listening to their employees and making data-informed decisions to foster an environment where top talent can thrive.

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