Written by: Jacques

Edited by: Ingrid & Emilio

Visual by: Mon

Nepotism — favoring relatives and friends over others — has been a defining feature of Philippine politics and society. Influence and opportunity are inherited, rather than earned. This keeps the nation’s power and wealth in the same hands for generations, creating a system where connections are more important than merit. And while these patterns play out on the national stage, it’s worth asking whether smaller versions of the same dynamics appear closer to home. More specifically, we should ask whether ISM, through its clubs and student councils, echoes the same logic. Do ISM’s clubs and student councils reflect the same connection-first culture that values familiarity over merit?

One of the major problems the Philippines continues to face is the persistence of neofeudalism in the shape of ‘political dynasties’, where the enduring power of families like the Marcoses and the Dutertes has kept them central figures in government decades after their initial reign, through their children and chosen successors. But this issue runs deeper than politics. It’s also woven into the nation’s economic fabric, where generational wealth often comes from old Spanish mestizo families that have been passed down for centuries. Influence and opportunity are inherited, rather than earned. This keeps the nation’s power and wealth in the same hands for generations, creating a system in which connections matter more than merit. This leaves it ripe for exploitation and corruption, with no means of reform or stabilization. 

Now looking inwards at ISM, whose leadership might not be influenced in grand, corrupt ways, but rather through smaller, more subtle brushes. Certain names reappear in multiple leadership positions, year after year. Sometimes, its siblings take over the same positions their older brothers or sisters once held. Other times, it’s friend groups dominating a club, making it difficult for new people to break in.  

“I think that there is a certain trend of putting your friends into high positions.” Sophomore Aaron commented, further saying, “I think it should be more merit-based, especially for IASAS clubs like MUN, where the council basically is chosen to go.” It’s a good point. We should pick the best candidates on merit, not on someone’s subjective favorites. Pick the most qualified. That should be the standard.

Another student, Gael, also commented on it, stating, “I think sometimes there is nepotism, as there are cases where Seniors, without an election process, personally choose people they like to succeed them. It’s not the majority, but it does happen.” 

Let’s be honest about what this is: preference over process. 

Instead of fair, merit-based selection, Seniors choose the person they personally like the most. Not every case is cartoon-level corruption, but the pattern is clear. However, it would be unfair to call this blatant corruption. Junior Bea’s view explains why it persists: “Of course, if you have a friend, you know them better than other applicants. You trust them more, you know what they’re capable of.” That’s the logic of trust, and it’s exactly how the familiarity of pre-existing friendships end up taking precedence over merit while pretending nothing’s wrong.

The Grade Council is another ISM student body group where this phenomenon is seen. At first glance, it seems completely impartial, but the voting patterns reveal a more subtle, quiet influence of bias. Just as national politics in the Philippines are shaped by family ties, at ISM, where nationality and culture play a huge role in student life, preferences can be shaped by both background and community. The Filipino-Chinese population, popularly referred to as Fil-Chi, for example, is one of the largest and most socially cohesive demographics on campus. 

According to the 2025 ISM annual report, there are 417 Filipino students, second only to Americans.  Furthermore, Many Fil-Chi families are familiar with one another, and their kids often grow up together, attending the same schools (e.g., Xavier, CISM, Beacon). By the time they arrive at ISM, they already know each other and are often friends. Now, if we look at every Grade Council from grades 9 to 12, as well as ISSBA, they all have at least one or two students with Fil-Chi backgrounds. Coincidence?

Of course, this doesn’t mean these students didn’t deserve their positions. “I like our council, they work hard, and I think they deserve to be there,” says Freshman Aarav. Many are capable, hardworking, and well-liked; otherwise, they wouldn’t have been elected. Nor does it hint at widespread ethnic or cultural discrimination within the student body. But it does raise questions about representation and diversity.

Does our student leadership truly represent the full range of student voices within ISM? Of course, their large representation reflects their demographic size, but this poses a risk to smaller ethnic minorities, whose opinions and representation get crowded out by this. Junior Gael further comments, “Absolutely, demographics do play a role in deciding who gets elected to class councils. I think factors like ethnicities and nationalities and where you’re from, and even unintentionally, it does factor into who we intend to support.” Even in school, those cues guide our judgments, and they’re open to the same kinds of exploitation you see outside. It might seem trivial, but we need to recognize this.

However, why should we care? How does this affect us, students of ISM? 

This isn’t abstract. When club or council positions are awarded based on friendship rather than merit, it erodes trust and discourages those who truly put in the work, creating a neofeudal environment where real social mobility disappears. After all, if dedication and hard work aren’t valued, there’s little reason for people to keep on trying. As Albert Einstein apocryphally said, “The definition of insanity is doing the same thing over and over again and expecting a different result.”

This creates an unhealthy and deeply flawed system, one that mirrors some of the issues we see in the Philippines today. The shortcuts we practice now become the habits we carry into internships, hiring, and public life, making the future less effective and less fair. Schools are training grounds: if we normalize clear criteria and strong habits here, we’re more likely to demand and build those same standards outside campus, where the stakes are higher. Merit needs to be emphasized and prioritized; favoritism cannot be normalized.

However, it’s important to also acknowledge that not every leadership pattern at ISM is driven by bias or social familiarity. Mr. Groundhoefer, advisor to the Sustainability Council, stated, “It is not; there’s an application process, there’s a checklist, teachers put their own comments and thoughts, and we come together and select as a team, not individually.” 

National Dance Honor Society (NDHS) advisor, Ms Yek adds, “I don’t think so, it’s more about credibility. There may be inspiration from older siblings to have the same interests, but we have guidelines for the process.” Many clubs operate under selection guidelines and have faculty advisors to moderate, ensuring fairness. ISM’s system isn’t just a free-for-all; it’s built with purposeful structure and fair oversight in mind. Yet, while these systems are meant to prevent bias, the people within them still inevitably influence outcomes with their biases. Every system, no matter how good, carries the risk of human error.

In the end, ISM is not immune to the patterns that shape the society around it. The same drivers that create dynasties and favoritism in Philippine politics can be seen in the microcosm of school life. Whether through friend groups or shared backgrounds, these habits show us how familiarity and the culture around us influence our choices. Yet unlike in the Philippines, ISM already has frameworks for fair election processes, all carried out under teacher supervision. As such, we’re not condemned to the same self-reinforcing cycle. Instead of inheriting broken habits, we should craft fair rules and a culture that lifts everyone; we should replace today’s bad patterns with clearer rules and a culture that actually rewards merit.

Make ISM the exception that becomes the rule.