But the Tide Is Slowly Turning…

1.The Rise of Values-Driven Young Professionals

A study published by Ateneo de Manila University reveals that many young Filipino professionals, especially Gen Z and millennials, are drawn to work that reflects their values and lets them make a real difference. Growing up online, they’ve become more outspoken about fairness and ethics, pushing companies to be more accountable and purpose-driven.

2.Companies Tap Ethics, Compliance Roles Beyond HR

In the Philippines, public-interest corporations are required by the SEC to appoint a high-ranking Compliance Officer—often separate from HR or other roles—to ensure regulatory adherence. A study by Llopis and colleagues emphasize that to truly uphold ethics, such officers must remain independent and report directly to top leadership for accountability and credibility.

Recommendations for the Filipino Workplace

First, companies must craft and enforce clear fraternization and conflict-of-interest policies that apply equally to everyone—regardless of rank even if the CEO “feels like family.” (Spoiler: They’re not.) .

Second, whistleblower protections must be formalized and strengthened. Anonymous reporting channels should be managed by third parties or directly overseen by the board—not by HR’s kumpare.

Third, the HR function must be reimagined. Instead of reporting solely to the CEO, HR should have dotted-line accountability to an independent ethics committee or audit board, not just the CEO’s kumpadre.

Finally, let us invest in HR leadership development that centers ethics and moral courage. HR leaders must not only know the policies—they must be willing to uphold them, even when it’s uncomfortable.

Jumbotron Justice

A few seconds on a jumbotron shouldn’t be enough to unravel years of ethical culture-building. But it can be. That’s how fragile trust is. That’s how powerful perception is. But in a country where perception is reality, HR’s credibility is one viral clip away from ruin.

So here we are, in a moment of reckoning—not just for Astronomer, not just for the individuals involved, but for all of us. For every Filipino HR practitioner trying to navigate loyalty and ethics. For every employee unsure if speaking up is worth the risk. For every leader who believes that their power shields them from scrutiny.

The lesson isn’t new. But the moment gives us urgency. HR must rise—not as the protector of executives, but as the champion of fairness for all.

Next time the spotlight hits, let’s hope it catches something worth applauding—not just another episode of The Bold and the (Un)Ethical.

Let’s Talk, Not Gossip

What do you think should be the limits of professional boundaries in HR leadership? Can HR truly serve the people if it’s too close to power? Share your thoughts—not as chismis, but as a contribution to a better workplace culture. It’s time we stopped whispering and started building.

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Columnist Bio

Nicasio A. Pimentel III is a UK-certified human resources practitioner and educator with over 15 years of experience spanning HR strategy, analytics, systems integration and talent management across several Fortune Global 500 companies and public sector institutions in UK, Australia and the Middle East. He holds an MSc in Management and Human Resources from the prestigious London School of Economics and a BA Psychology from the University of the Philippines Diliman. A former Christian missionary to marginalized ethnic minorities in Cambodia, he now teaches psychology at the University of Antique and continues to serve underserved communities in Western Visayas through grassroots ministry and education advocacy. He is also an Associate Member of the Chartered Institute of Personnel and Development (Assoc CIPD) in the UK. For questions, e-mail nicasio.pimentel@antiquespride.edu.ph./PN