In creating sustainable lines of communication, we encourage a culture of transparency at the workplace where employees are encouraged to speak up and raise their concerns. This section covers our initiatives towards creating an environment that regularly engages with the employees and encourages transparent two-way communication.
The SDG below is adopted towards creating an inspiring workplace:
To promote a sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all, including for young people and persons with disabilities as well as equal pay for work of equal value. We strive to protect labour rights and promote safe and secure working environments for all workers, including migrant workers, in particular women migrants, and those in precarious employment.
We have implemented several initiatives and policies to support sustainability in creating an inspiring workplace:
Health, Safety and Wellbeing
We comply with the Occupational Safety and Health Act 1994 and place a strong emphasis on occupational safety and health (OSH) through various engagement methods and regular training to increase employee awareness. Additionally, wellness programmes are conducted annually to encourage health consciousness among employees.
Workforce Strength and Diversity
Sustained growth and value creation are dependent on the diversity and strength of our workforce. We continue to provide equal opportunities for all and do not tolerate any discrimination based on gender, age, religion and physical disabilities.
We support the need of female employees through various policies such as having allocated parking spaces for pregnant ladies and establishing a child-care centre and kindergarten within the corporate office.
Employee Retention and Turnover
We are committed in building the country’s economy through skilled and competent local talents that are on par with their global counterparts. Most of our recent new hires are from ‘below 30’ age bracket reflecting our efforts in recruiting talented and skilled Malaysian youths.
Employee Remuneration and Benefits
The standard entry-level wage offered to our employees is 20% higher from what is stipulated by Malaysia’s Minimum Wages Order 2016 apart from employees bonuses, medical coverage, insurance benefits and the employee provident fund scheme.
We also provide financial assistance and benefits to eligible and permanent employees which have proven to be a key factor in retaining talent at Malaysia Airports.
Employee feedback is important to us. We conduct Employee Engagement Survey through an independent third party on a regular basis to gauge our annual engagement level.
We have further improved our mechanism for employee engagement and in welcoming their ideas and feedback for improvement. The latest innovation is the implementation of a HR systems called e-MAGE, which incorporates features that help with employee profiling, claims and payslips to provide better employee experience.
Our continuous effort in taking care of our employees and investing in their all-round development is reflected in the latest employee engagement index in 2017 which is above the country norm.
Training and Skills Development
Enriching training programmes are conducted regularly to strengthen employees’ competency, increase skills development and opportunities to work to their full potential. Performance appraisal is yet another important aspect of career development and sustainable growth.
For employees who are 49 years of age and above, we offer a specialised programme on how to manage and have an enriching life after retirement.
Increasing Employment Opportunities
We aspire to improve the employment levels in the country. This is evident through our involvement in the Skim Latihan 1Malaysia (SL1M) programme as well as the ongoing programme with local Persatuan Bomba Sukarela (PBS) that focus on improving employability levels in rural areas.
*This section must be read in tandem with the information provided in our Sustainability Report 2017