Ayala Land Inc. (ALI) has rapidly climbed the ranks to be recognised as a premier employer in the Philippines this year. The company jumped from 48th in the country’s "Best Employers" list in 2023 to the top spot at number one in 2025. The significant leap is coupled with an impressive 91% employee engagement score. 

The company’s success is not merely a result of isolated initiatives but is deeply rooted in a strategic, intentionally designed environment where open dialogue is fundamental. At the heart of Ayala Land's approach is a core mission to “empower employees.” 

A dialogue oriented communication structure

The Ayala Land culture is built on a foundation of trust, where empowerment is impossible without a free flow of information and where employees feel safe to voice their perspectives. It creates an environment conducive to open communication and dialogue among employees no matter the role or level in the organisaiton. 

The company supports its commitment to open communication with a structured framework of formal channels designed to facilitate dialogue in multiple directions. This ensures that communication flows effectively throughout the organisation. 

Formal top-down channels include regular town halls and quarterly updates, used by leadership to disseminate strategy and clarify expectations. Horizontal communication is facilitated by bodies like the Ayala HR Council, which shares best practices across the group, preventing silos. 

Perhaps the most critical component is the systematic approach to gathering bottom-up feedback. The semi-annual Ayala Group Engage Survey is a cornerstone, demonstrating its effectiveness with a remarkable 99% direct employee participation rate. The high participation signals a strong level of trust among employees that their feedback is valued. The survey culminated in an exceptional 91% employee engagement score in 2023. 

Supplementing this quantitative data, the company uses executive interviews and Focus Group Discussions to gain deeper qualitative insights, actively involving employees in shaping the corporate culture. 

Recognising the importance of protecting employees who share sensitive information, Ayala Land has established “safe harbour” channels. The formal Whistleblowing Policy provides secure and anonymous reporting channels for misconduct, guaranteeing protection from retaliation. 

Additionally, Group-wide “Inclusive Circles” cultivate safe spaces for employees to discuss topics not typically addressed in the workplace, building the organisational capacity for handling difficult conversations with respect.  

By normalising such dialogues at the group level, it creates a cultural ripple effect that directly benefits the Ayala Land workforce, equipping its employees with the skills and psychological fortitude to engage in more open communication within their own teams. These mechanisms are key workplace communication nuances that build trust in the long run. 

Actions speaking louder than words

Beyond formal channels, Ayala Land communicates its commitment to employees through tangible investments in human capital. Substantial investments in training and development signal to employees that they are valued and seen as long-term partners in the company's success. 

In 2024, employees completed over 284,992 training hours, averaging 40.10 hours per employee, a 14% increase from 2023. The successful rollout of the ATOM online learning platform, powered by LinkedIn Learning, which achieved a 99% activation rate, demonstrates trust in employees to manage their own development.

A strong commitment to diversity, equity, and inclusion is another powerful form of institutional communication. By actively seeking and elevating diverse perspectives, the company sends a clear message that all voices are welcome and necessary. 

The appointment of Anna Ma. Margarita “Meean” Dy as the first female President and CEO in 2023, and the fact that women represent 54% of the total workforce and hold four out of nine management committee positions in 2024, substantiate this commitment. 

Policies such as medical coverage for domestic partners regardless of gender further demonstrate that the company values inclusivity. The commitment to diversity is crucial for fostering a culture where employees feel safe to contribute their unique viewpoints, highlighting the importance of transparent communication in the Ayala land culture.

Communication beyond town halls

Ayala Land's success charts a clear path forward for HR teams across Southeast Asia, demonstrating that a culture of open communication is no longer a “nice-to-have” but a core business imperative. Moving forward, the challenge is not just to implement similar structures, but to adapt them to the evolving regional landscape.

Adopting such a strategy can yield significant, tangible benefits. Companies can potentially:

• Sharpen their competitive edge in the regional war for talent 
• Boost employee engagement and loyalty
• Lower attrition rates and a more motivated workforce
• Cultivate a culture of genuine innovation 
• Foster psychological safety among employees
• Build greater organisational agility
• Strengthen reputation as a forward-thinking and ethical employer

One key takeaway from Ayala’s approach is the power of integrating technology with a human touch. While digital platforms are crucial for reach, Ayala Land's use of “Inclusive Circles” highlights a vital point: technology should enable, not replace, genuine human connection. For a region as diverse as Southeast Asia, creating these safe spaces for dialogue is paramount.

Furthermore, as hybrid work models become a permanent fixture, this dialogue must be intentionally designed for both online and offline interactions to prevent proximity bias. Finally, a visible commitment to diversity, equity, and inclusion is the most forward-looking lesson. 

Actions, from executive appointments to inclusive policies, communicate values more powerfully than any newsletter, giving companies a powerful strategy for attracting and retaining the very best people.