- Time period
- June 2014 – June 2015
- Stand alone document – Basic COP Template
- Differentiation Level
- This COP qualifies for the Global Compact Active level
- Includes a CEO statement of continued support for the UN Global Compact and its ten principles
- Description of actions or relevant policies related to Human Rights
- Description of actions or relevant policies related to Labour
- Description of actions or relevant policies related to Environment
- Description of actions or relevant policies related to Anti-Corruption
- Includes a measurement of outcomes
- Statement of continued support by the Chief Executive Officer
Statement of the company's chief executive (CEO or equivalent) expressing continued support for the Global Compact and renewing the company's ongoing commitment to the initiative and its principles.
June 11, 2015
To our stakeholders:
I am pleased to confirm that Manila Doctors Hospital reaffirms its support to the Ten Principles of the United Nations Global Compact in the areas of Human Rights, Labour, Environment and Anti-Corruption.
We are sharing with you our commitments as we seek to improve the integration of the Global Compact and its principles in terms of our policies, strategies, operations, services and corporate social responsibility. We gladly share our progress with you using our primary channels of communication.
Mr. Aniceto M. Sobrepeña
President, 2003 to April 2015
Vice Chairperson of the Board, April 2015 to Present
- Human Rights
- Assessment, policy and goals
Description of the relevance of human rights for the company (i.e. human rights risk-assessment). Description of policies, public commitments and company goals on Human Rights.
The Right to Health according to the UN Committee on Economic, Social and Cultural Rights, (ECOSOC) consists of six (6) normative elements namely health availability, health physical accessibility, health economic accessibility, health information accessibility, health acceptability and health quality.
The Right to Health is an inclusive right and is not just limited to Access to Health Care and the building of health facilities. The Right to Health extends further. It includes a wide range of factors that can help us lead a healthy life. UN ECOSOC, the body responsible for monitoring the International Covenant on Economic, Social and Cultural Rights, calls these the “underlying determinants of health”. They include
1. Safe drinking water and adequate sanitation;
2. Safe food;
3. Adequate nutrition and housing;
4. Healthy working and environmental conditions;
5. Health- related education and information;
6. Gender equality.
The right to health contains freedoms. These freedoms include the right to be free from non-consensual medical treatment, such as medical experiments and research or forced sterilization, and to be free from torture and other cruel, inhuman or degrading treatment or punishment.
The right to health contains entitlements. These entitlements include:
1. The right to a system of health protection providing equality of opportunity for everyone to enjoy the highest attainable of health;
2. The right of prevention, treatment and control of diseases;
3. Access to essential medicines;
4. Maternal, child and reproductive health;
5. Equal and timely access to basic health services;
6. The provision of health-related education and information;
7. Participation of the population in health-related decision-making at the national and community levels.
Health services, goods and facilities must be provided to all without any discrimination. Non-discrimination is a key principle in human rights and is crucial to the enjoyment of the right to the highest attainable standard of health.
All services, goods and facilities must be available, accessible, acceptable and good quality.
1. Functioning public health and health-care facilities, goods and services must be available in sufficient quantity within a State.
2. They must be accessible physically (in safe reach for all sections of the population, including children, adolescents, older
persons, persons with disabilities and other vulnerable groups) as well as financially and on the basis of non-discrimination.
Accessibility also implies the right to seek, receive and impart health-related information in an accessible format (for all,
including persons with disabilities), but does not impair the right to have personal health data treated confidentially.
3. The facilities, goods and services should also respect medical ethics, and be gender-sensitive and culturally appropriate. In
other words, they should be medically and culturally acceptable.
4. Finally, they must be scientifically and medically appropriate and of good quality. This requires, in particular, trained health
professionals, scientifically approved and unexpired drugs and hospital equipment, adequate sanitation and safe drinking water.
Commitment and Policies
Part of the Manila Doctors Hospitals’ Mission includes the commitment to “Undertake training and research programs to continually improve quality and safe patient care and provide relevant corporate social responsibility programs”
Manila Doctors Hospital (MDH) is the first and only hospital in the Philippines to declare a Social Vision (SV). The MDH SV declares that: “We are a health institution providing holistic care that exceeds industry standards that anticipates and responds to the needs of the patients, their families and relevant communities.
Driven by our determination to make healthcare accessible to the marginalized and the underserved, we consider it our ardent commitment to provide service that is guided by ethical standards and improve the healthcare delivery system with pronounced social impact. These establish Manila Doctors Hospital as a vital partner of the Department of Health, local government units and other like-mined institutions in empowering the communities and the public we serve to sustain health and wellness.
We are engaged in heightening the consciousness and the participation of the public in targeted health and environment issues in the global community.”
Manila Doctors Hospital meets stakeholders’ expectations by strictly adhering to four (4) quality policy principles:
1. Excellent performance in all services and authorized functions
2. Effective and efficient health services, training and research
3. Patient-centered personnel and
4. Continual improvement of services so as to achieve excellence in quality and safe patient care.
Target Goals 2015
1. Inclusion of Basic Human Rights in the orientation and training of employees and physicians that are relevant to workplace and day to day operations of the hospital including in our dealings with various stakeholders.
1. Training of basic sign language for all hospital front liners to ensure effective and safe healthcare intervention for deaf patients.
2. Piloting of PWD and Senior Citizen friendly prescription pad and instruction tools in collaboration with Development and Accessibility Fund for the Deaf and Stanford University.
1. Impact Assessment of the MDH CSR healthcare programs for the economically disadvantaged patients.
Human Rights Grievance Mechanism
1. Institutionalization of a “Whistle Blower” policy for both internal and external stakeholders of the hospital.
1. 15% increase in the number of social service patients
2. 15% increase in the number of volunteer participation
3. Full implementation of MCW campaign including awareness forums on cervical cancer in key cities in the country, training of volunteer lawyers on both the international and national laws for a more efficient handling of cases involving economically challenged victims and training of members of community based council on the protection of Women and Children.
4. Full adoption of the nine (9) zones by corporate partners inside the last forest park in Manila and its full opening to the public in order to increase sustainability.
5. Acceleration of community livelihood program.
6. Full implementation of Eco-Savers in the adopted community and school (segregation and income generation from household and school garbage)
7. Acceleration of the creation of clean and green spaces in the adopted community and school.
8. Help the members of the MDH Circle of Partners in obtaining basic knowledge and training on Disaster Preparedness and Response through the MDH Safety Promotion and Disaster Preparedness Committee.
9. Final exit and sustainability plan for the community health program.
10. Advocacy with members of the MDH CSRO Circle of Partners to join UNGC and integrate its ten (10) principles into their operations.
Description of concrete actions to implement Human Rights policies, address Human Rights risks and respond to Human Rights violations.
To ensure that MDH is compliant to the Right to Health entitlements, MDH underwent the following:
1. Re-certification of ISO 9001:2008 further signifies our commitment to quality and safe patient care.
2. Re-accreditation of Accreditation Canada International (ACI)
3. Annual Internal Continual Improvement Project
4. Participation in the Philippine Society for Quality in Health Care
1. MDH employees enjoy and benefits from a comprehensive healthcare coverage along with their declared qualified dependents.
2. MDH is a gender neutral equal opportunity employer. We hire, promote and develop based on qualifications and not on gender or religious preference. (MDG 3)
1. Rights based approach to all Corporate Social Responsibility (CSR) Programs that involves our adopted communities,
schools and partner organizations.
2. Inclusive and participative method in the implementation, monitoring and evaluation of CSR Programs. Including strategic
planning together with CSR program partners.
3. Integrated value based approach on the provision of healthcare to economically disadvantaged patients by providing access
to multidisciplinary health intervention in the area of Family and Community Medicine, Ophthalmology, Otorhinolaryngology,
Pediatrics, Obstetrics and Gynecology, Internal Medicine and General Surgery. (MDG 4, 5 & 6)
4. Surgical assistance program for uninsured, low income citizens.
5. Community and School Health Program. Manila Doctors Hospital regularly adopts Communities and Schools through the
Department of Family and Community Medicine and the Department of Pediatrics. The goal is to help develop health
promoting communities and schools through sustainable implementation models.
6. Establishment of MDH Corporate Social Responsibility Circle of Partners. Composed of various Non-Government
Organizations, Corporate Foundations, Local Government Units and International Organizations. By partnering with these
entities, MDH is able to reach and serve more indigent patients and extend a more comprehensive psychosocial intervention.
7. Highlighting the importance of gender equality through the “Men Caring for Women” Campaign. As an organization with
seventy percent (70%) of leadership held by women, the male officers of MDH are leading a campaign that highlights both the
economic and social benefits of giving women equal opportunity by using the MDH experience as an example. Men Caring for
Women (MCW) is also a nationwide campaign that seeks to increase the awareness on the prevention of Cervical Cancer,
Violence Against Women and Children an Human Trafficking.
8. Creating clean and green spaces in urban areas as part of the preventive approach in healthcare intervention. MDH through
its program, the GREEN (Generating Resources & Engagement for the Environment & Nature) Rebellion, is working with
various partners in the preservation, revitalization and sustainability of the last forest park in Manila (Arroceros Forest Park).
This effort is also being replicated in the MDH adopted school and community as part of the healthy environment element of
both the school and community health programs.
- Measurement of outcomes
Description of how the company monitors and evaluates performance.
The results of the efforts of MDH to make its services accessible and in line with the human rights principles include:
1. Total of 25,477 economically disadvantaged patients served in 2014.
2. Total of 969 volunteers who participated in the various CSR Programs.
3. Adopted Community and School that is prepared for disaster and emergencies.
4. Decrease in the number of obesity and cardiovascular cases in the community.
5. Increase in the number of senior citizens regularly participating in physical activities in the community.
6. 90.9% or 1,664 out of 1,831 students received a comprehensive annual physical examination (APE) complete with
vaccination, tooth flouridization, lice removal, and hygiene kits in the MDH adopted school.
7. Daily clinics of Family and Community Medicine physicians in the adopted community.
8. Daily clinic of the Department of Pediatrics physicians in the adopted school during school season.
9. Revitalization of the last forest park in located in the Manila, the Capital of the Philippines.
10. Greening of adopted community and school
11. Livelihood program using recyclable materials
12. Launching of the Men Caring for Women (MCW) advocacy campaign in support of the National commitments on Convention
on the Elimination on all forms of Discrimination Against Women (CEDAW)
13. Documentary Video (After Haiyan) in partnership with Stanford University highlighting the plight of medical students, persons
with disabilities (PWDs), and medical students after the onslaught Typhoon Haiyan (Yolanda)
14. Unsung Hero Award from the Department of Health for the disaster response effort of MDH after the Typhoon Yolanda
15. Participation in the UNAOC-UNGC 6th Global Forum in Bali, Indonesia, August 2014.
16. Participation in the UNGC anti-corruption forum and 10th year anniversary of the 10th Principle in New York, December 2014
17. Recognition from the Department of Education for the MDH School Health Adoption.
18. Philippine Quill Award from the International Association of Business Communicators for the MDH contribution in the National
Schools Maintenance Week.
19. Participation in the UNGC Yearbook for 2015
- Assessment, policy and goals
Description of the relevance of labour rights for the company (i.e. labour rights-related risks and opportunities). Description of written policies, public commitments and company goals on labour rights.
Manila Doctors Hospital employed about 1,200 people at the end of 2014. They come from diverse backgrounds and bring with them specific skill-sets and a rich variety of experiences encompassing patient care, ancillary technology, and business support. We support their safety, health, and wellbeing, and provide programs to help them balance work and personal commitments
The main guding principle of Manila Doctors Hospital for its policies and operations in the area of labor include the United Nations Declaration on Human Rights, Article 23:
(1) Everyone has the right to work, to free choice of employment, to just and favourable conditions of work and to protection
(2) Everyone, without any discrimination, has the right to equal pay for equal work.
(3) Everyone who works has the right to just and favourable remuneration ensuring for himself and his family an existence worthy
of human dignity, and supplemented, if necessary, by other means of social protection.
(4) Everyone has the right to form and to join trade unions for the protection of his interests.
These rights are also reflected in various International Labor Organization (ILO) conventions which MDH refers to.
Specifically these conventions are:
1. The Freedom of Association and Protection of the Right to Organise Convention (No. 87)
2. The Right to Organise and Collective Bargaining Convention (No. 98)
3. Forced Labour Convention (No. 29)
4. Abolition of Forced Labor Convention (No. 105)
5. Minimum Age Convention (No. 138)
6. Worst Forms of Child Labour Convention (No. 182)
7. Equal Remuneration Convention (No. 100)
8. Discrimination Employment and Occupation Convention (No. 111)
Other international policies referred to by the Hospital include the United Nations Convention on the Rights of the Child (UNCRC), United Nations Convention on the Elimination of all forms of Discrimination Against Women (CEDAW) especially for UNGC Principles 5 and 6.
In terms of local laws and regulations, MDH uses the Philippine Labor Code (Presidential Decree No. 442) as its main reference in formulating its own internal policies. Other local laws and regulations referred to include:
1. Republic Act 7610 – Special protection of children against abuse, exploitation and discrimination act
2. Republic Act 9231 – Special Protection of Children Against Exploitation and Discrimination Act
3. Department of Labor and Employment Department order No. 65-04 – Rules and Regulations Implementing RA 9231,
amending RA 7610, as amended
4. Republic Act 6725. An Act Strengthening the prohibition on discrimination against women with respect to terms and conditions
of employment, amending for the purpose article on hundred thirty five of the labor code, as amended.
Internally, these laws are reflected in the human resource policies of the organization specifically the General Human Resource Management Procedure (Document No. HAS-P.6.2.1-002) and the Collective Bargaining Agreement between the Manila Medical Services, Inc. (Manila Doctors Hospital) and Manila Doctors Hospital Employees Association. MDH abides by the convention on forced or compulsory labor, as our workers are expected to render the customary 40 hours of work per week with 2 rest days. Overtime is required only by operational exigencies as this requires pre-approval before it is executed. These are also specifically stated in the Hospital’s Collective Bargaining Agreement and the Policy on Work Hours and Attendance (Doc. No. HAS-Po-6.2.1-002).Our staffs are encouraged to have continued employment from the Hospital. However, should the staff decide to leave, they are free to do so without interference from the Hospital. Even if there is a 30-day advanced notice required according to the Philippine Labor Code, we allow our workers and staff to leave even below the minimum days required by law. As such we contribute to the elimination of involuntary servitude by technical definitions in working relationships.
Manila Doctors Hospital also supports and adheres to the ILO Core Convention on the abolition of Child Labor.
Likewise, the hospital has a range of Human Resources Policies which support the development of best practices in terms of labor and employment. These policies include a performance management system, annual training and development, and continuing accreditation on basic life support requirements.
Manila Doctors Hospital has a Health & Safety Policy and a well-developed range of safety procedures. Risk assessments are reviewed annually, we run a health surveillance programme such as annual physical examination, vaccine and immunization program, and health and wellness activities, and carry out regular safety compliance audits of all sites and Departments without regard for race, gender or creed.
TARGETS FOR 2015
1. Continue with the implementation of the Collective Bargaining Agreement.
2. Review of HR Guidelines to explicitly include human rights clauses in all applicable guidelines and agreements
3. Ensure that suppliers and contractors are also compliant to the principle through monitoring and checking
4. Training for the whole workforce of the hospital on human rights involving labor practices
5. Review and revision (as applicable) of HR policies and procedures to check compliance to the principle on child labor
6. Advocacy amongst suppliers and manpower agencies against child labor
7. Training of all HR staff on laws and policies against child labor
8. Review and revision (as applicable) of HR policies and procedures to check compliance to the principle on non-discrimination
9. Advocacy amongst suppliers and manpower agencies against discrimination with regards to employment
10. Training of all HR and payroll staff on laws and policies for employment discrimination
Description of concrete actions taken by the company to implement labour policies, address labour risks and respond to labour violations.
There is an outstanding Labor Union present in the Hospital. The Manila Doctors Hospital Employees Association, founded in October 26, 1973, and has been enjoying the full support of the Management these past years. We have an outstanding Collective Bargaining Agreement that covers 5 years, and subject to re-negotiation on a 3-year and 2-year increments.
The latest Collective Bargaining Agreement was done last December 2014, that covers year 2015-2016, with significant improvements in the salaries and benefits of all Union Members.
For every Wage Order that the National Wages and Productivity Commission (an attached agency of the Department of Labor and Employment tasked to regulate wages), the Hospital has complied with the necessary increases, and the appropriate adjustments and changes with respect to the resulting effects on salary distortion.
Our Disciplinary Procedures also has a provision, thru our CBA, for Grievance Procedures.
MDH staff and employees, upon entry to the workforce are issued their individual contract of employment which clearly states their terms and conditions including pay rates, overtime pay arrangements, and others.
All staff are issued with a Company Handbook (members of the union also receives a copy of the collective bargaining agreement) which includes information on standard terms and conditions of employment, company benefits, company rules, grievance and disciplinary procedures.
MDH consults with its employees and staff on a continuous basis – each year we hold a Hospital Affairs Update, where the Senior
Management speaks about the past business year, appraising staff of what we have achieved, where we are going and thanking individuals who have made a specific contributions. Aside from this, weekly, monthly and quarterly meetings are held by the different units as befits their operational requirements.
Annually, the Human Resource function ( from Recruitment and Selection, Training and Development to Performance Management) are subjected to external audits by various accreditation bodies, to ensure that the policies, processes and procedures are in keeping with the Hospital’s espoused Vision, Mission and Values.
MDH staff and employees, upon entry to the workforce are required to submit all documentary evidences of their competence and their legal age, to ensure that all employees hired are within the acceptable norms of the workforce and the requirements of the law (Refer to HR Recruitment and Hiring Procedure - Document No. HAS-P-6.2.1-001).
MDH staff and employees, upon entry to the workforce are issued their individual contract of employment which clearly states their terms and conditions including pay rates, overtime pay arrangements, and others. All staff are issued with a Company Handbook which includes information on standard terms and conditions of employment, company benefits, company rules, grievance and disciplinary procedures.
MDH also employs third-party organizations wherein some non-core functions of the Hospital are outsourced e.g. security, housekeeping, etc. In this instance, MDH is fully compliant with the Department of Labor and Employment Orders and Regulations governing their employment.
MDH complies with all relevant health and safety legislation and provides a range of different safety related training to staff as appropriate to their job role.
- Measurement of outcomes
Description of how the company monitors and evaluates performance.
The latest CBA covers the regular staff and employees totaling 676 employees. MDH has a healthy relationship with the MDH Employees Association. Our CBA negotiations are usually concluded within 7-10 days, a relatively short period to start and finish a CBA. We also have a healthy and running Labor-Management Council which discusses labor and CBA-related concerns to discuss and resolve possible irritants to the relationship of Labor and Management.
MDH has not been involved in any investigations, legal cases or other relevant events related to the contravention of the Global Compact Labor principles.
The Hospital conducts the Conducive Work Environment Index, an annual survey on the overall satisfaction of the employees and staff in the Hospital. In the last 3 years, the Hospital garnered and average of signifying the overall satisfaction rate of employees working in MDH.
MDH has not been subject to any labor, health and safety statutory notices or prosecutions in the last year.
Inclusion of the principle in the contracts between suppliers and manpower agencies and the hospital.
The Hospital has no minor employed in any form, manner or capacity.
Inclusion of the principle in the contract with suppliers and manpower agencies to ensure compliance for outsourced services and staff
Outsourced staffs are given clear information regarding their hours and working requirements, and are free to make use of all facilities provided including the staff canteen, rest areas, activity areas, etc. When opportunities arise, such as vacancies, these outsourced staffs are encouraged to apply for permanent positions with MDH.
MDH has a total of 70% of women in various leadership positions. Women are also represented in the hospital’s board of directors and senior management team.
- Assessment, policy and goals
Description of the relevance of environmental protection for the company (i.e. environmental risks and opportunities). Description of policies, public commitments and company goals on environmental protection.
Health and the environment are closely linked together for the state of the environment greatly affects the state of health of the people residing in a given area. As per the Health and Environment Linkages Initiative (HELI, 2008) of the World Health Organization (WHO) and the United Nations Environment Programme (UNEP), “From long-standing to emerging hazards, environmental factors are a root cause of an estimated one quarter of the global burden of disease – rising to more than one third in very poor regions such as sub-Saharan Africa (Smith, et al. 1999; WHO 2002; Prüss-Üstün and Corvalán 2006).”
The Rio Declaration of 1992 serves as one of the guiding principles of Manila Doctors Hospital as it pursues its commitments for the UNGC principles on environment. Specifically, MDH refers to:
1. Principle 3 “The right to development must be fulfilled so as to equitably meet developmental and environmental needs of present and future generations.”
2. Principle 4 "“In order to achieve sustainable development, environmental protection shall constitute an integral part of the development process and cannot be considered in isolation from it.”
3. Principle 10 “Environmental issues are best handled with participation of all concerned citizens, at the relevant level. At the national level, each individual shall have appropriate access to information concerning the environment that is held by public authorities, including information on hazardous materials and activities in their communities, and the opportunity to participate in decision – making processes. States shall facilitate and encourage public awareness and participation by making information widely available. Effective access to judicial and administrative proceedings including redress and remedy shall be provided.”
4. Principle 15 “in order to protect the environment, the precautionary approach shall be widely applied by States according to their capabilities. Where there are threats of serious or irreversible damage, lack of full scientific certainty shall not be used as a reason for postponing cost-effective measures to prevent environmental degradation”
The Earth Rio Summit of 1992, Chapter 30 of Agenda 21 also states that “business and industry should increase self regulation, guided by appropriate codes, charters and initiatives integrated into all elements of business planning and decision-making, and fostering openness and dialogue with employees and the public.”
The 7th principle of the Millennium Development Goals, ensure environmental sustainability, serves as one of the guiding principles of Manila Doctors Hospital in its environmental programs. MDH seeks to contribute to this Millennium Development Goal as well as the Sustainable Development Goals for 2015 to 2030 (SDGs 11, 12 and 13).
Aside from these international commitments, MDH consistently make efforts to comply with national environment laws and regulations including:
o Ecological Waste Management Act of 2000 (R.A. 9003)
o Philippine Clean Air Act of 1999 (R.A. 8749)
o Metropolitan Manila Authority (MMA) Ordinance No. 16S1991 (amended by Metropolitan Manila Development Authority or
MMDA Regulation No. 98-008)
o Hospital Licensure Law (R.A. 4226)
o Toxic Substances and Hazardous and Nuclear Waste Control Act of 1990 (R.A. 6969)
This is to ensure that the operations and services of MDH are environmentally responsible and compliant to all regulations set by the Philippine Government.
These laws and principles are incorporated in the visiion statement of Manila Doctors Hospital which is to be a “Leading center of excellence and wellness in the Philippines providing holistic, quality and safe patient care.” This serves as the guiding compass of MDH in all its functions, operations and services.
The MDH Corporate Objectives serves as a translation of this vision, it specifically states that one of the objectives of the hospital is “to provide health care services that meet the needs of Manila Doctor’s Hospital’s clients or customers; all pertinent statutory and regulatory requirements; and the expectations of MDH Top Management.”
MDH operationalizes these objectives through its Health and Safety Manual. The health and safety policy of the hospital states that:
1. It is the Policy of Manila Doctors Hospital to take all possible steps to ensure the health, safety and welfare of all patients,
employees and other persons engaged in work for the organization and any third parties who come into contact with the
2. It is the duty of each employee to comply with the hospital safety policy and to cooperate with the management of the hospital to
ensure that the hospital environment remains as safe as possible.
3. If any person is in any doubt as to whether anything is safe or unsafe then they must assume that it is unsafe until further
guidance has been given by their supervisor or by the safety officer.
4. The Board of Directors of the hospital is fully committed to maintaining safe systems of work and fully recognizes their overall
responsibility for safety in the work place.
5. Any member of staff who does not comply with the safety policy or any other safety requirement will be liable to disciplinary
The health and safety manual includes the following:
1. Organization and lines of responsibility
2. Infection Control
3. Hospital Waste Management
4. Fire Safety
5. Electrical Safety
8. Manual Handling
9. Control of Hazardous Substances
10. Protective Clothing
11. Employee Health Services
12. Medical Equipment
14. Risk Assessments
The hospital also has Policies and Procedures on Preventive Maintenance (OFC-P-6.3-002).
• Continue compliance with the national laws and regulations
• Continue with the bi-monthly Earth Hour initiative
• Continue with waste segregation program
• Continue with other environmental initiatives of the hospital
• Collection of rain water for watering of plants cleaning of walkways and driveways.
• Installation of Solar powered perimeter and roof deck parking lights.
• Revision of ALL applicable policies and procedures to specifically include environmental considerations in procuring new
• Full implementation of the Ecosavers campaign in the MDH adopted school and community
• Adoption of the different zones of Arroceros Forest Park to ensure its maintenance and rehabilitation; Continuous
maintenance through volunteer participation
• Continuous conduct of lectures and information campaign in the community and school
• Enhancement of the collaborative efforts with other hospitals for quality and safety which includes environmental risks
Description of concrete actions to implement environmental policies, address environmental risks and respond to environmental incidents.
MDH implemented the following measures to abide by the UNGC Environment Principles:
1. Re-certification of ISO 9001:2008 further signifies our commitment to quality and safe patient care.
2. Re-accreditation of Accreditation Canada International (ACI)
3. Review of existing policies and procedures for procurement of materials and equipment including template of contract with
4. Compliance to all statutory requirements of the Department of Environment and Natural Resources (DENR), Local
Government and other organizations as applicable.
5. Quarterly submission of Self Monitoring Report to the Department of Environment and Natural Resources - Environment
6. Risk assessments in terms of health and safety are conducted by health and safety officers (principal risk assessments) and
supervisors (risk assessment in their area of responsibility) done at least once a year. Risk assessments need to be done
before new procedures are introduced (Health and Safety Manual p.9). Compliance to this policy is monitored through the
Balanced Scorecard of each unit and checked through regular internal audits of the company.
7. Creation of the Safety Promotions and Disaster Prevention Committee (SPDPC) which has the following functions (Health and
Safety Manual, 2010, p.2):
8. Preparation the hospital personnel and organizational resources for optimal performance during times of disaster
9. Create awareness for the hospital personnel and the community on the importance of the safety and also disaster
preparedness programs, how it is executed, and the benefits it provides
10. Regular Quality Management Hour where emerging health risks, safety issues and other related risks are discussed with
officers and staff of the Hospital.
11. Creation of the MDH Environment and Waste Management Committee (Envicom)
12. Zero Basura (Wastes) Program – through the intensified campaign of MDH ENVICOM – Non-Hazardous Waste Mgt. Task
Force, all wastes are segregated according to class thereby reducing the volume that goes to the sanitary landfill.
13. Paperless program, printing on both sides of papers to minimize paper usage
14. MDH, thru its Environment and Waste Management Committee, deals only with Department of Environment and Natural
Resources accredited recycling companies.
15. Close monitoring of compliance of the hazardous waste management service provider.
16. MDH uses the 3L/6L water closet to conserve water.
17. MDH implements the “share a ride” program wherein trip requests of different departments which will pass through same
routes are consolidated to reduce usage of MDH vehicles. MDH also tries to reduce Carbon Emission Reduction Initiatives in
its operation as applicable.
18. MDH LED (Light Emitting Diode and inverter aircon project – acquisition of LED and inverter type aircon for all break down unit
19. No to Styrofoam – Styrofoam plates, cups and plastic utensils being used by Dietary Service were replaced with starch based
plates, utensils and paper cups. Other units of the hospital initiated their own campaign within their department.
20. MDH annually participates in the global Earth hour Initiative spearheaded by the World Wildlife Fund.
21. Earth Hour Program –The Hospital goes beyond the lights off during the event, since July 10, 2008 MDH regularly turns off its
non-essential lights once a month from 8pm – 9pm. This was expanded to twice a month (every 2nd and last Saturday of the
month) on Sept. 12, 2009.
22. MDH also helps other hospitals in terms of the improvement of their quality and safety standards as part of the collaborative
efforts of MDH in response to its social vision
23. Sharing of Environment Best Practices at adopted School and Community of the Hospital.
24. Adoption of Arroceros Forest Park, the last Forest Park in the city of Manila
- Measurement of outcomes
Description of how the company monitors and evaluates environmental performance.
The results of the efforts of MDH consist of the following:
1. Zero sanction by DENR and other government regulatory agencies as MDH was able to comply with all its statutory requirements.
2. 100% submission of ALL MDH Divisions of their risk assessments per unit
3. Continuous function of the MDH SPDPC and Envicom
4. Recertification from ISO 9001:2008 for 2014
5. Recertification from Accreditation Canada International (ACI)
6. Bi-monthly Earth Hour Program - Since the project started in July 26, 2008, MDH had reduced its carbon footprint by a total of
7.53 tons of emission equivalent to 38 mahogany trees.
7. Huge sale of recyclables due to segregation amounting to PhP 577,695.49 in 2014; part of the proceeds or a total of Php
245,104.66 goes to the CSR programs of the Hospital while the remaining amount is given to each unit who participates for
their team development initiatives.
8. MDH has participated in the WWF Earth Hour initiative since 2008. In 2014, MDH also donated to WWF 2 bancas for the
fisherfolks affected by Typhoon Haiyan in 2013. MDH also launched the "I will, If you will" campaign wherein MDH will provide
additional donations to WWF if Metrobank Group companies commit to switch off their lights during lunch time.
9. Promoting a healthy environment in the MDH adopted school and community through lectures and information campaigns and
participation in the Department of Education’s National Schools Maintenance Week. MDH also planted vegetables in the MDH
adopted school to promote biodiversity. The linen and housekeeping service helped in the maintenance of the school garden.
10. MDH adopted the Arroceros Forest Park wherein more than 300 volunteers participated in cleaning and maintaining the Park
11. 100% Replacement of compact fluorescent lamps to LED type.
12. Dietary Department uses starch-based plates, utensils and paper cups for all its functions and services.
13. Revision of contract (with suppliers/service providers) template to include environmental considerations
- Assessment, policy and goals
Description of the relevance of anti-corruption for the company (i.e. anti-corruption risk-assessment). Description of policies, public commitments and company goals on anti-corruption.
The United Nations Convention Against Corruption adopted in 2003 serves as the main guiding principle of Manila Doctors Hospital in terms of its measurements and policies on anti-corruption. The hospital considers the following articles of the convention as guides to adhere to the 10th principle of the UNGC.
Article 12. Private Sector. Each State Party shall take measures, in accordance with the fundamental principles of its domestic law, to prevent corruption involving the private sector, enhance accounting and auditing standards in the private sector and, where appropriate, provide effective, proportionate and dissuasive civil, administrative or criminal penalties for failure to comply with such measures.
Article 15. Bribery of national public officials. Each State Party shall adopt such legislative and other measures as may be necessary to establish as criminal offences, when committed intentionally: (a) The promise, offering or giving, to a public official, directly or indirectly, of an undue advantage, for the official himself or herself or another person or entity, in order that the official act or refrain from acting in the exercise of his or her official duties; (b) The solicitation or acceptance by a public official, directly or indirectly, of an undue advantage, for the official himself or herself or another person or entity, in order that the official act or refrain from acting in the exercise of his or her official duties.
Article 21. Bribery in the private sector. Each State Party shall consider adopting such legislative and other measures as may be necessary to establish as criminal offences, when committed intentionally in the course of economic, financial or commercial activities: (a) The promise, offering or giving, directly or indirectly, of an undue advantage to any person who directs or works, in any capacity, for a private sector entity, for the person himself or herself or for another person, in order that he or she, in breach of his or her duties, act or refrain from acting; (b) The solicitation or acceptance, directly or indirectly, of an undue advantage by any person who directs or works, in any capacity, for a private sector entity, for the person himself or herself or for another person, in order that he or she, in breach of his or her duties, act or refrain from acting.
Article 22. Embezzlement of property in the private sector. Each State Party shall consider adopting such legislative and other measures as may be necessary to establish as a criminal offence, when committed intentionally in the course of economic, financial or commercial activities, embezzlement by a person who directs or works, in any capacity, in a private sector entity of any property, private funds or securities or any other thing of value entrusted to him or her by virtue of his or her position.
MDH also considers Republic Act 3019, Anti-graft and Corrupt Practices Act as its guide in developing its policies and programs on anti-corruption.
COMMITMENT AND POLICIES
In healthcare, good governance matters. In most cases, you do not have the chance to do things over. Lives are at stake, and on the shoulders of the healthcare providers, lay the responsibility of ensuring lives are not lost as a result of poor quality of care. All stakeholders expect you as a health organization to be accountable for the care processes you implement, demonstrating transparency in all clinical and business processes (MDH Business Process, MDH Quality Manual: MDH-QQM-M-4.2.2-001,p.14)
As patients and their relatives have become vigilant and peculiar when it comes to their health practices and needs MDH (Manila Medical Services, Inc.) formulated and abided by its Code of Conduct and Ethics (Corporate Governance Manual Section C). This is embodied in the MDH Ethics Framework and the Policy Statement: “The Board of Directors of Manila Medical Services, Inc, acknowledging the position of a director is one of utmost trust and confidence, believing that fairness, accountability and transparency are the guiding principles of good corporate governance, adopt this Code of Conduct and Ethics.”
Standard of Conduct No. 2.9: Every director shall conduct fair business transactions with the Hospital and ensure that personal interest does not bias board decisions. A director should avoid situations that would give rise to a conflict of interest. If a transaction with the Hospital cannot be avoided, it should be done in the regular course of business and upon terms not less favorable to the Hospital than those offered to others.
The basic principle to be observed is that a director should not use his position to make profit or to acquire benefit or advantage for himself and/or his related interests. He should avoid situations that would compromise his impartiality.
Standard of Conduct No. 2.11: Manila Medical Services, Inc. shall not tolerate any form of bribery or corruption. We shall not bribe any public official or private person and we do not accept bribes in any form.
1. Further integration of UNGC 10th principle in all applicable policies and procedures of the hospital especially in the supply
2. Training of Leadership/Senior Management Team on the anti-corruption principle
3. Training of Materials Management Department on the UNGC 10th Principle
4. Whistleblower guidelines/protocol for possible cases of corruption and bribery
Description of concrete actions to implement anti-corruption policies, address anti-corruption risks and respond to incidents.
MDH has a multidisciplinary Ethics Committee that ensures all stakeholders of the highest standards of practice and behavior.
To continually improve the integrity, ethics and compliance framework, MDH has Quality Management Office and internal quality auditors compliant with the ISO 9001: 2008 and Accreditation Canada International Standards. It has also an internal auditor who reports to the Board of Directors. The Board has an Audit Committee that assist in the performance of its oversight responsibility for the financial reporting process, system of internal control, audit process, and monitoring of compliance with applicable laws, rules and regulations. The financial statements are audited by Sycip, Gorres & Velayo and Co., a Philippine Security Exchange Commission-registered external firm.
- Measurement of outcomes
Description of how the company monitors and evaluates anti-corruption performance.
As a result of the efforts:
1. MDH already has anti-corruption policies and programs stated in its ethical framework and embedded in the policies and
procedures for materials management, finance, and other applicable departments.
2. The Revised Code of Employees’ Conduct and Discipline (Article VII) incorporates measures on anti-corruption and bribery.
3. All units are compliant to general purchasing policies and procedures as reflected in annual audit reports
4. All units are compliant to statutory requirements of all government regulatory agencies (Department of Health, Department of
Labor and Employment, Department of Environment and Natural Resources, City Government and other local government
units, PRC, Philhealth)
5. MDH is compliant to Republic Act 3019