Career Cushioning: What to Know in Creating a 'Safety Net' for Your Career

While more companies are implementing Return to Office (RTO) plans, hybrid is here to stay. Still, there is much discussion about the future of office spaces and how employees could be encouraged to come in — or how companies could remain flexible.

At the recent Urban Land Institute (ULI) Philippines Annual Conference in Shangri-la The Fort, the Future of Work panel discussion was moderated by Colliers Managing Director Richard Raymundo and involved Menarco Development Corp. Founder and CEO Carmen Jimenez-Ong, IBPAP President and CEO Jack Madrid, uHoo CEO and Co-Founder Dustin Jefferson Onghanseng, Gensler Singapore Client Relationship Director Carlos Venegas.

The theme of the discussion was “Adapting to New Economic Realities and Opportunities” and panelists addressed key challenges the industry faces regarding work arrangements and evolving employee dynamics.

Flight to Quality

During the discussion, it was revealed that office space transactions across Metro Manila last year reached up to 827,000 square meters — a surprising 37% increase from the 2022 figures. Almost half are traditional firms, while BPMs (Business Process Management firms) and Philippine Offshore Gaming Operators (POGOs) account for 34% and 20%, respectively.

“Out of the 800,000 [square meters], there was actually [around] 500,000 square meters of ‘surrenders’ so technically, we had about 280,000 square meters of net demand. The good news is, we’re in net positive territory in 2023 as compared to two years of net negative,” Raymundo revealed.

He noted, however, that vacancy is still near 20% but certain areas such as Makati and Bonifacio Global City (BGC) are not suffering from too many vacancies. Makati CBD area vacancy, in particular, is in single digits.

What is the main reason for people surrendering their office spaces or relocating? Flight to quality. Raymundo shared, “It’s a tenants' market. [Tenants] are taking advantage of the good rents in the market right now. There are a lot of expansions happening, but there is a huge flight to quality and flight to value, as well.”

For Menarco’s Jimenez-Ong, the key to staying ahead of the curve is to continue to innovate in creating spaces. Earlier in the conference, Venegas revealed that office space trends include biophilic design and areas to recharge such as fitness zones and cafes.

“We build people- and planet-centered spaces; I think we buck the trend [Raymundo] discussed because Menarco actually hovers around 95 to 100% occupancy. In terms of our rent, we’re fetching fairly great prices for our spaces and I think that’s because where we’re heading is where we hope more developers will follow suit knowing that there is a flight to quality,” Jimenez-Ong shared.

She further added that their building has food outlets and places for community and concentrated thinking — plus gardens, exercise facilities, biophilia, a vertical museum, etc. Plus, they also hold acoustic nights and musical performances.

“We provide a reason for people to come to work. Having said that, with our other building that we’ve invested in, definitely there’s been so many changes. So I want to encourage those [other developers] who are wanting to do good and do well to just do it. If not now, when, right?”

Flexibility for Employees

Question remains, however, will employees return to the office (or will they want to)? Are fancy spaces enough to reel people in, given logistical concerns such as traffic and additional expenses?

Madrid of the IT and Business Process Association of the Philippines (IBPAP) shared that while their industry added 300,000 new jobs for Filipinos across the country during the three years of the pandemic, many of their employees decided to return to their home cities and provinces.

“This is the trajectory of our industry’s growth; [the] majority (or at least 55%) of new growth will come from outside Metro Manila. A lot of employees decided to remain in their home cities and provinces; understandably so, given the shorter commute times which is a big driver in the importance of work flexibility,” Madrid said.

In 2023, their industry ended with 1.7 million employees and US$35 billion in revenue (or around 8% of the national gross domestic product). In 2025, Madrid shares that they hope to cross US$40 billion and have 2 million employees. With this in mind, the IBPAP President underscored the importance of the people involved in their industry: “They are the unsung heroes of this economy.”

As Madrid mentioned, flexibility matters in today’s work environment. Raymundo shared that 81% of employees want location flexibility and 93% of employees also want flexibility on schedule given traffic, especially in the major cities. Lastly, 59% of working mothers want to work remotely for three to five days a week.

“The future is flexibility. Don’t tell people what to do, where to do it,” Madrid stressed.

Health & Wellness

With the pandemic still fresh in everyone’s minds, another emerging trend is the focus of workspace and office building developers and employers on the health and wellness of their people. uHoo’s Onghanseng shared their technology which their clients use to attract people to come back to the office, to differentiate themselves from other developers or employers when attracting new and retaining current talent.

“People don’t want to work in an office where they feel sick. Everybody’s familiar with the sick building syndrome, which is still prevalent today, especially in non-Grade A buildings,” Onghangseng revealed.

Sick building syndrome (SBS) signs include headache, dizziness, nausea, fatigue, flu-like symptoms, dry cough, and more. Poor air ventilation and quality are seen as some possible causes of SBS. uHoo’s comprehensive air sensors aim to improve well-being by detecting carbon monoxide, formaldehyde, VOCs, viruses, and dust (up to 10 micrometers small), among others.

The uHoo CEO added that their clients also consider the ESG (Environmental, Social, and Governance) aspect when investing in their products, “Creating a healthy workplace is also about social value. It’s being responsible to the people in the workplace.”

Raymundo shared that transactions within green buildings are up by 40% and there are also more green buildings in the Philippines (with a jump from 20% to 35%). Onghanseng agreed that moving forward, office space and building development are going to be all about health and sustainability.

“Eventually, being a healthy building is going to be a bare minimum for tenants. It will not be a ‘want’ anymore, it’ll be a requirement in the future. Even in Singapore right now, legislation is already moving toward how to make each building healthy,” Onghanseng said.

Gen Z: New Generation of Workers

By 2025, Generation Z (or Gen Z) will comprise 35% of the workforce. As of 2022, roughly 50% of Gen Zs and more than 80% of millennials are employed. These figures are expected to grow in the coming years, as more Gen Zs graduate from universities.

Venegas of Gensler Singapore pointed out the importance of creating welcoming spaces for the new generation of workers who are entering the workforce while also ensuring current workers benefit from improvements. By prioritizing developing office spaces in consideration of these factors, employers are more likely to address the needs of their employees.

In Gensler’s Global Workplace Survey which included the Philippines, they revealed that for workers who want to return to the office, the main driver is: “To focus on my work.” Venegas revealed that “focus on work” was a consistent priority throughout most markets they studied — Philippines, Singapore, Saudi Arabia, United Arab Emirates (UAE), United States (US), and Canada.

“I think at some point during the pandemic, people found themselves working [past office hours]. Some of us, we didn’t even [realize] how many hours we had worked. And I feel like people needed that space, that division between our personal lives and our work areas,” Venegas said.

The blurring of lines between people’s work and personal lives has never been more apparent with the pandemic driving most employees to set up home offices. Given space constraints and logistical concerns, however, not everyone finds it easy to separate the two — and for a lot of people, this led to burnout, guilt (in ‘ignoring’ their children when they’re visibly available), and more.

“Professional Development & Coaching” is a close second consideration for Filipinos, same with Saudi Arabia and Mexico markets.

“[Filipinos] deeply value training. It was one of the things that we forgot, in a way. For those newcomers in the workforce, they had to be trained via Zoom meetings. It’s just not practical, [since] mentorship is quite huge here in the Philippines. People value that one-on-one with their leaders,” Venegas shared.

But for Gen Zs who may not value one-on-one as much, Venegas simply attributes that to the pandemic: “[Gen Zs] joined at a time wherein they didn’t have any human interaction. You can’t really blame them for not valuing those physical connections because they never experienced it. Same thing happened when millennials first joined the workforce during the 2008 financial crisis.”

In two years, Venegas underscored, millennials will comprise 70% of the workforce and Gen Zs will soon follow in terms of growth. Understanding is important, he highlighted.

“What are these new generations asking for [in terms of workspace and arrangements]? We need to be making compelling decisions,” Venegas ended.

One of the starkest differences between pre-pandemic and post-pandemic times has been the work setup. Before 2020, most were accustomed to coming into the office five times a week, now, most offices have adapted a hybrid work setup. But that’s not the only difference that’s come to pass during those unpredictable years.

Work trends are ever-evolving and research done by Gensler Singapore, a global design and architecture firm, has proven that personal choice and even spatial design influence how people work. Surveying and studying people from different continents – from Singapore and the Philippines in Southeast Asia, Saudia Arabia and the United Arab Emirates (UAE) in the Middle East, UK and Germany from Europe, Canada and the United States (US) from North America, and Mexico from South America – Gensler has found some interesting work trends and implications that may help team effectivity and productivity.

During the ULI Philippines Annual Conference 2024 held at Shangri-la The Fort in Manila, Gensler Client Relationship Director Carlos Venegas shared several interesting insights from their 2023 Global Workplace Survey:

Global workers are mobile, spending only half of of their time at the office

It comes as no surprise that the modern worker is an agile worker. These days, it’s easier to stay connected and thereby, flexible. For countries across the world, the trend has consistently shown that most people spend between 45 to 50 percent of their time at the office. The second most popular place to work is at home, followed by other sites such as a co-working space, on business travel, or in a third space such as a café or library.

It seems then that despite the popularity of the work from home setup, that the office space is also here to stay. This is particularly true for those working in certain sectors such as government and defense or finance. Employees from those sectors for more likely to spend time in the office than those in media, not-for-profit, or sciences whose work often entails travelling.

Workers who prefer to go to the office list “focus” as the top reason for doing so

During the pandemic, most office workers were required to work from home for safety and health reasons. At this time, the most important reason to come into the office had been to work in-person with colleagues, making social connection an important factor for return to office endeavours. This seemed to be particularly important for younger people than older employees.

However, these days, a different pattern is emerging. Across Asian, American, and European countries, the reason many workers prefer to return is “to focus on my work.” For collectivist countries such as Singapore and the Philippines, employees prioritise professional development opportunities and mentorship engagement while individualist countries such as the US rank access to technology and in-person meetings as more important.

Most workers spend majority of their time working with others

The fact remains that most work is done as a team. Though each person may have individual tasks or deliverables to accomplish, Gensler’s report shows that most people across the world use an average of 40 percent of their time working with others.

Segmenting work into five different modes that comprise of working alone, working with others in-person, working with others virtually, learning and professional development, and socialisation (which also includes networking), Gensler found that in all countries, working with others (both virtually and in-person) outweighs the times of working alone. This is particularly true for Saudi Arabia and the Philippines, where only 28 percent of the time is spent working alone and 44 percent is spent working with others, either virtually or in-person.

This finding highlights the importance of connectedness within the team and perhaps even emphasises the reason as to why the office space itself continues to find longevity amid a world of digital nomads.

Having a variety of spaces in the work area results in higher performance

Gensler has found that there are four kinds of spaces that best support workplace experience and effectiveness. These include: quiet individual workspaces such as libraries and focus rooms, connect and recharge areas such as office gyms or cafes, places for creative group work, and sites where one can reflect or rest.

Having a mix of all four spaces will result in higher performance and effectivity from workers as these promote positive impacts on a worker’s personal health, wellbeing, and work-life balance. Of course, workplaces such as these are often found in amenity-rich neighbourhoods, which gives bigger companies an advantage over smaller ones especially considering price of real estate per city.

For the last century, women and those with disabilities have faced the additional struggle of not being accepted and included in the workplace. Needless to say, it has been an uphill battle for women and minorities who have been facing discrimination, bias, microaggression, abuse, and harassment — and to add salt to the wound, they are often gaslit or invalidated.

Every woman or Person with Disability (PWD) has a story that underscores the truth and while the world has improved by leaps and bounds over the last decades, the fact remains: there is still much to be done.

Last March 19, the Australian-New Zealand Chamber of Commerce Philippines (ANZCHAM) held the International Women’s Day Forum 2024 at the Makati Shangri-La Hotel. The theme “#InspireInclusion: Advancing Social Inclusion in the Workplace” aimed to address not just gender-related issues, but also work-related challenges faced by PWDs.

Attended by representatives from companies such as Qantas, Vocus, Macquarie, Telstra, ANZ, nXscale, and more, the event featured panel discussions on how to develop inclusivity in the workplace and empower women to go for leadership positions.

“There is no single approach to DEI (Diversity, Equity, and Inclusion). What’s important is finding the approach that’s right for your organization,” ANZCHAM President Benjamin Romualdez said.

“True diversity isn’t just about gathering all the women in a forum and advocating for change. It’s about different people with different backgrounds, genders, and abilities, and coming together to listen to each other and take action.”

Data-Driven & Centralized System

Quezon City (QC) Mayor Joy Belmonte revealed how their centralized data-driven system for tackling VAWC (Violence Against Women and Children) helps ensure that each case is heard by gender sensitivity-trained individuals and experts, and no case is prematurely dismissed, mishandled, or missed altogether. It is the first of its kind in the country, a unified database that helps paint an accurate picture of what the reality is in the entire city.

“With this, everybody has the same protocol. All of the key agencies (police, social services, Gender and Development or GAD office, and government workers) have access to the same data which ensures the right interventions are implemented and the city government is able to respond faster,” Belmonte added.

The mayor then shared a quote by Nellie Borrero, Accenture’s Managing Director and Senior Strategic Advisor for Global Inclusion & Diversity: “Diversity is a fact, but inclusion is a choice we make every day. As leaders, we must put out the message that we embrace, and not just tolerate, diversity.”

In a panel discussion, Division Director of Macquarie Eric Yaptangco shared that their company has globally implemented a voluntary self-identification program that involves nearly every aspect of a person’s identity — gender, sexual orientation, disability, etc.

“It’s voluntary but we encourage people to answer, even if they will answer that they don’t want to disclose [those details]. We need to be able to get that data in order to know what we are dealing with, how to implement [programs], and to measure success,” Yaptangco said.

He further stressed the importance of giving people that forum and safe space to declare their needs, and adding that the information provided is confidential and will only be used by the Human Resources (HR) Department when necessary.

Believing in the Abilities of PWDs

Grant Javier, Executive Director of Project Inclusion, shared his story that resonates with a lot of parents. When his son was two years old, he was diagnosed with Autism Spectrum Disorder (ASD).

“My greatest fear then was: ‘What will happen to my son when I’m gone? Will the society be able to accept him? Will he be able to work for himself or will companies accept him when he applies for jobs?’ This led me to start Project Inclusion,” Javier revealed.

He then voiced out an uncomfortable truth which is that PWDs always encounter barriers, mostly due to the stigma and belief that they are a “burden to society.”

“People with disabilities are actually a great pool of talent. Oftentimes, I’m asked by HR executives: ‘What can they do? Can they do such and such?’ And I tell them: ‘They can do it all, given the right environment and support.’”

Project Inclusion, which is the only Non-Government Organization (NGO) that is a member of the ILO Global Business and Disability Network, has a streamlined process that involves assessing, training, and then matching a PWD with a company (that Project Inclusion also prepares and trains prior to matching).

“We get to know each company and see where they are. Different companies will be at different points when we partner together, some are more advanced than others. But the important thing is we journey together. Often, companies and small businesses are afraid to start this initiative because they feel alone.”

Javier revealed that companies are often scared to make mistakes that could harm the disability sector or individuals. With this in mind, they also make sure to assess and prepare their corporate partners — from culture, physical structures, and even the hiring process.

“There is never a perfect match. Even when hiring people without disabilities, we never consider a perfect match, so that isn’t fair to expect from PWDs. What companies should do is to make the most of their culture for all employees, not just PWDs, to thrive,” he stressed.

Empathy & Compassion For All

Everyone can agree that the COVID-19 pandemic was a stressful and difficult time. And for someone whose job was centered around taking care of people, Kei Mercado (Canva’s former Country Manager and currently Co-Founder of nXscale) soon experienced burnout.

“There’s only so much coaching you can do during the pandemic. I’m a big fan of one-on-ones; I enjoy doing them. But it could also drain you. It was the pandemic; I was also going through the same situation as everyone else. Eventually, I realized my mental health was also suffering. As a leader and as a woman, sometimes we do so much for others and then we wonder who takes care of us,” Mercado mused.

She revealed that the company hired a coach who crafted a custom growth program and held group and individual sessions with the employees. Mercado shared that it was their way of showing the people that while everyone is going through different things individually, they’re all going through the pandemic together.

With this program, they found out that their top two performers (whose work was declining during the pandemic) were having family issues. One was in the midst of a separation; while the other was experiencing “Mom Guilt.”

For the first employee, the company gave her time to focus on herself plus individual coaching that helped her navigate the next chapter of her life. Through coaching, as well, the second employee was able to establish a better work-life boundary that allowed her to balance her duties at work with spending time with her children.

“We all needed help. The moment I acknowledged that I also needed help and sought it, that taught me a very valuable lesson. Empathy, compassion, and inclusive leadership are not just lip service. As a leader and woman, we also benefit from the same [safe] space we create for our employees. We have to care and be more intentional in inclusion and promoting diversity,” Mercado said.

Transformative Leadership

Jennifer Mendoza, Program Manager of the Philippine Business Coalition for Women Empowerment (PBCWE), started her speech with a story: a young woman once went to all of her job interviews wearing high heels. While they were extremely uncomfortable, she deliberately chose to do so because the shoes somewhat hid her disability. Plus, 90% of the time she did wear heels, she managed to land a job offer.

“I’m very familiar with this story because that woman was me. I have cerebral palsy and for the longest time, I tried different ways to hide the symptoms of my disability. Because I knew, from experience, that people would look at me differently once they found out my life-long disability.”

One day, however, her life changed when her former boss shared her own disability (which was non-apparent) and said that Mendoza shouldn’t have to be uncomfortable just to fit in. For Mendoza, this act of acceptance was transformative.

“It freed me from my disability and gave me the confidence to be myself. It shows the profound influence that inclusive leaders have. They foster environments where individuals feel accepted, valued, and empowered to excel. Inclusive leaders don’t just change policies; they change lives.”

Empowerment Through Employment

In her keynote speech, Former Vice President Leni Robredo shared some ongoing initiatives of Angat Buhay that focus on helping Filipina women, especially those programs that are designed to strengthen women’s self-agency through economic opportunities.

“This [program] was inspired by my experience as a lawyer in the development sector, where I worked with many women who had been stripped of their confidence because of abuse. Those years taught me of the unfortunate sacrifice, the overwhelming weight of belief that their only choice was to endure the pain, humiliation, and suffering because their abusers provided for their family,” Robredo shared.

With the help of Angat Buhay’s partners, they launched workshops for aspiring women entrepreneurs and provided training sessions on business management, product development, and financial literacy, plus seed grants.

“There were survivors of domestic abuse who mustered the courage to do the unthinkable, to walk away from that vicious cycle, kids in tow, and start anew. It had been a point of pride for us to watch them bloom, growing their businesses, and providing for themselves and their families. Some of them were even able to give job opportunities to others.”

Robredo continued, “Their stories are a testament to the mighty heart of the Filipina. And in this strand lies a universal truth: each woman is a pillar on which our society stands.”

They also provided safe and clean dormitories for young Filipinas who wanted an opportunity to focus on their studies. Angat Buhay also partnered with the United Nations Population Fund for a series of talks regarding key issues, such as teenage pregnancy, female health, and youth leadership.

Through the Angat Bayi Women’s Political Empowerment Program, the next generation of women leaders are developed through workshops, mentorships, and peer circles in order to develop a more gender-responsive form of governance.

Robredo then lamented the challenges that women professionals continue to face: lower pay, fewer opportunities for professional growth, and bias on competencies as they balance being mothers and family carers.

“Institutionalizing policies like flexible work arrangements, child care support, and paid parental leave can help ease the burden on women as they navigate the intersections of their work and home life. I am hopeful that this practice will soon apply in workspaces here in the Philippines,” Robredo ended.

For more information about the Australian-New Zealand Chamber of Commerce Philippines (ANZCHAM) and its events, visit their website and follow them on Facebook and Instagram.

As part of The Beat Asia’s celebration of 2024 International Women’s Day, we look back at the women entrepreneurs who have carved out success through inclusivity. Whether it involves advocating for female necessities in the world of healthcare, educating the youth on STEM subjects through interactive programmes, making mums everywhere feel confident through fashionable designs, empowering people with disabilities in the field of AI and tech, or even providing a platform for other women who wish to bring their entrepreneurship to the world. Meet these female game-changers who have been inspiring inclusion in their respective entrepreneurial spaces across Asia.

Camille Cosare, Founder of FemeNova (PH)

An innovator in the space of female-oriented healthcare, Camille Cosare is an entrepreneur who leveraged her experience as a nurse in both hospital settings and corporate healthcare to identify and address the critical gaps in women's healthcare and education in the Philippines. This insight and determination led her to establish FemeNova Health, an innovative startup dedicated to improving women's and menstrual health.

With a mission to support, educate, and provide expert solutions tailored to the diverse needs of women, FemeNova Health is pioneering a comprehensive platform aimed at empowering women to take charge of their reproductive health journey. Camille's blend of clinical expertise and entrepreneurial drive fuels her commitment to advocating for accessible and comprehensive healthcare solutions for women, challenging the stigma around women's health nationwide.

Read Camille’s full story here.

June Methawee Thatsanasateankit, Founder of Vulcan Coalition (TH)

Distinguished as the world's first AI startup driven by people with disabilities (PWDs), Vulcan Coalition emerges as a pioneering force in the technological landscape. Under the leadership of CEO and co-founder Methawee Thatsanasateankit, also known as June, Vulcan Coalition is deeply committed to inclusivity, offering equal opportunities to PWDs.

June has challenged societal biases by showcasing the invaluable contributions PWDs can make to the tech industry, with Vulcan Coalition both AI technologies and career opportunities for PWDs. The company promotes sustainable and inclusive economic growth by empowering PWDs to develop their digital skills and contribute significantly to the AI sector, ensuring they are integral to the digital transformation wave.

Read June’s full story here.

Dr. Michelle Dickinson, Science Educator ‘Nanogirl’ & Founder of Nanogirl Labs (HK/NZ)

Adopting the alter ego Nanogirl, Dr. Michelle Dickinson has carved out a unique niche as a nanotechnologist and a fervent advocate for science education. Having grown up in Hong Kong but now based in New Zealand, she returns to her roots annually to participate in the Croucher Science Week programme, captivating young minds with her educational shows on STEM subjects.

Nanogirl, a character born from Dr. Dickinson's visits to schools as an Engineering professor, has evolved into a science-savvy superhero for children, leveraging STEM superpowers to navigate life's hurdles. This character has transcended its initial concept, inspiring hundreds of thousands of young science enthusiasts globally.

Read Dr. Michelle’s full story here.

Selene Xie, Founder of The Rebel Mums (HK)

Recognizing the unrealistic expectations placed on mothers regarding appearance, dress code, and the pressure to quickly regain their pre-pregnancy bodies, Selene Xie identified a significant gap in societal perceptions of motherhood and self-care. As a mother of two herself, Selene was inspired to take action.

Founding 'The Rebel Mums,' a purpose-driven luxury fashion brand dedicated to empowering mothers, her brand aims to celebrate motherhood in all its diversity, enabling women to feel confident, powerful, and attractive on their terms. Merging her passion for fashion with her ambition to create a supportive community, Selene's initiative challenges traditional norms and advocates for a more inclusive understanding of motherhood.

Read Selene’s full story here.

Yamilette Cano, Founder of LOUDER Connect (HK)

Yamilette Cano, a vibrant entrepreneur and former professional ballerina, has made significant strides in the entrepreneurial and events industry since moving to Hong Kong. With her multilingual prowess and passion for the stage, Yamilette founded LOUDER Global, a coaching business aimed at empowering emerging entrepreneurs and speakers. Transitioning from one stage to another, she inspires inclusion by turning up the spotlight to shine on those looking to find their voice and succeed in their ventures.

Helming LOUDER Global, Yamilette offers a plethora of services including personalized coaching, speaking engagements, corporate branding, and event consulting. Through her networking brand, LOUDER Connect, she pioneers in facilitating impactful conversations within the entrepreneurial community, ensuring that voices are heard loud and clear – especially the voices of other female entrepreneurs.

Read Yamilette’s full story here.