Axiata Sustainability

ADVANCING SOCIAL EMPOWERMENT

The social value we generate

Our Employees

Maintaining a dynamic, diverse and innovative workforce is central to remaining at the forefront of technological innovation and in turn achieving our business and sustainability objectives.

Recognising the value that our employees bring at all levels of our business, we provide progressive work environments that put their safety first, promote a healthy work-life integration and adhere at all times to fair and equal employment practices.

Moreover, we have invested consistently in our successful talent development initiatives which provide an avenue for employees at all levels of experience – from graduates to our key management teams – to further their role-relevant and cross-functional skills, driving a culture of excellence across all our companies.

  • Fair Employment & Welfare

Guided by our values of Uncompromising Integrity, Exceptional Performance (UI:EP) and the Axiata Code of Conduct, thorough Group-wide policies and standards institute a fair and non-discriminatory approach to employee relations which are in turn tailored to practices adopted at each of our OpCos. The core focus areas of our policies and standards are:

Recruitment

Ensuring recruitment practices are fair and non-discriminatory, and based on the evolving skill profiles required across the Group

Working Conditions

Providing working environments in compliance with relevant health and safety standards

Compensation & Benefits

Providing benefits and working arrangements that cater to the needs of specific employee groups, such as those with families and dependents

Performance Management

Equipping employees with the tools and resources to grow and excel within and across the Group

In turn, our Code of Conduct adheres to the International Labour Organisation (ILO) Core Labour Standards which include:

  • Freedom from forced labour
  • Freedom from child labour
  • Freedom from discrimination at work
  • Freedom to form and join a union, and to bargain collectively

 

Facilitating the reporting of any actual or suspected misconduct and illegal or unethical behaviour, the Speak Up hotline is available 24 hours a day, seven days a week, and can be utilised by employees and all other stakeholders.

Outlook

Driving Collaboration And Synergy Across Our Workforce

In 2021, we implemented new strategies to drive synergy and collaboration between and among our OpCos, towards becoming The Next Generation Digital Champion. As set out in our Organisation 5.0 – People Strategy, this approach is encompassed by five strategic priorities:

ORGANISATION 5.0 - PEOPLE STRATEGY

Amplify
Winning Culture

Build Organisational Effectiveness

Cultivate Learning Organisation

Drive Talent Management

Embed Digital HR & Analytics

Our pursuit of a winning culture is supported by three pillars: The Axiata Way, our UI.EP core values and a Modern, Agile and Digital (M.A.D.) culture. We also pivoted our culture framework in 2021 for New Ways of Working (WoW), recalibrating the essence of M.A.D. in the process.

  • Talent Development

As a digital-first organisation that seeks to remain at the cutting-edge of technological innovation, it is vital that we maintain a highly qualified, motivated and continually improving human capital base.

Under the Axiata Talent Management Framework, Group and OpCo-level talent councils are responsible for identifying, assessing and developing talents for senior management roles, aided by data-driven insights. Furthermore, our talents are provided with access to internal learning and knowledge sharing platforms, equipping them with the skills necessary to grow and thrive in the ever-changing digital landscape.

OUTLOOK

Our goal for employee development is the creation of a Modern, Agile and Digital (M.A.D.) culture. This is enabled by digital-based platforms which empower employees to learn and address any competency gaps to achieve career progression.

Maintaining A Pipeline Of Talent

Our talent development efforts are geared towards sustaining a pipeline of talent ready to assume leadership positions at the OpCo and Group levels. Two well established leadership development programmes enable this:

Axiata AXcelerator Programme

To nurture top-level talents for Group leadership

OpCo Accelerated Development Programmes

To nurture mid-level talents for OpCo leadership

Some of our key achievements in talent development thus far include:

42%
of leadership
positions filled
internally in 2021
9 out of 12 CEOs
have been internal appointments
RM195
million

spent on talent development since 2009
Our leadership
comprises
28
nationalities
  • Employee Health, Safety And Wellbeing

A productive and innovative workforce is made up of employees who feel that their health, safety and wellbeing is valued and prioritised at all times.

Beyond adhering to all applicable environmental, health and safety laws and regulations in our markets of operation, our Group Health and Safety Policy commits our OpCos to maintaining international best practices in health and safety. These include workplace risk identification and assessment processes, detailed employee engagements on role-relevant safety issues, and compliance with international standards and management systems, ranging from the Occupational Health and Safety Assessment Series (OHSAS) certification to ISO45001:2018.

Furthermore, we offer various wellness programmes including exercise classes, health assessments, mental health awareness initiatives and more, helping our employees find greater balance and purpose in their professional and personal lives.

OUTLOOK

Integrating Health And Safety In Our Processes

In embedding health and safety at all levels, comprehensive Environmental, Safety and Health (ESH) systems and monitoring processes have been introduced across our operations. In addition, skills- and role-based health and safety training is offered to all employees, with information pertaining to general health and safety frequently communicated and easily accessible.

This has lead to a lost time injury frequency rate of 0 – 0.40, far below the telco industry benchmark of 0.8.

Lost Time Injury Frequency Rate

Description of our material matters

Our material matters are determined through a bi-yearly process of materiality assessment, detailed below:

1. Review Of Material Matters

We review and update our material matters in response to changes in our business landscape, risk environment, internal policies, KPIs, emerging local and global sustainability trends, regulatory developments and stakeholder opinions. Our review also incorporates peer benchmarking.

2. Stakeholder Engagement

We conducted a structured stakeholder prioritisation exercise by leveraging insights from our dialogue with various stakeholders on our material matters. This allows us to identify the influence and dependence of key stakeholders on the Group. We then engage with the prioritised stakeholders to obtain their feedback on material matters.

3. Sustainability Impact Assessment

Upon identification of our material matters, we conducted workshops within the Group to further prioritise materiality matters from the business perspective.

Description of sustainability material matters - Next Generation Digital Champion

Material matter

Description

Material matter

Description

Sustainable Business Growth

Consideration of Economic, Environmental and Social (EES), and positive direct and indirect value creation in our strategic investment decisions to enhance our shareholder returns

Network Quality & Coverage

Enhancing network quality and coverage through continuous improvements in efficiency, availability and reliability

Digital Inclusion

Providing affordable and innovative products and services in bridging the digital gap

Digitisation & Modernisation

Technological innovation to enhance key internal business functions, improve process efficiency and effectiveness, and promote innovation and business continuity

Description of sustainability material matters - Environment

Material matter

Description

Material matter

Description

Climate Action

Internal controls and monitoring mechanisms to manage environmental impacts

Resource & Waste Management

Towards circular economy within our operations as well as the solutions we can provide our customers and supply chains waste management

Description of sustainability material matters - Social

Material matter

Description

Material matter

Description

Fair Employment & Welfare

Fostering fair recruitment practices by embracing diversity and inclusion in the workforce, and offering employees fair compensation and benefits

Talent Development

Promote development and uplift competencies of employees to respond to the rapidly changing and complex business environment

Employee Health, Safety & Wellbeing

Providing for the health, safety and wellbeing of our employees in ways that address key challenges and bring value to their livelihood in the workplace

Customer Service

Delivering a differentiated user experience for customers, and offering the most affordable products and services relative to customer promise in our highly competitive markets

Supply Chain Management

Consideration of EES factors across supply chain management and processes

Community Development

Financial and non-financial contributions to support local communities, underprivileged and underserved groups

Emergency & Disaster Response

Providing society in times of emergency and disaster, through the contribution of our business streams in disaster response

Description of sustainability material matters - Governance

Material matter

Description

Material matter

Description

Business Ethics & Compliance

Enhance business integrity compliance within the ambit of Malaysian and international laws on bribery and corruption

Data Privacy & Cyber Security

Protection of all data, information and intellectual property against cyber security breaches

Regulatory & Political Risk

Management of the evolving changes in the regulatory landscape and political context