The Value Created in 2023 1. Empowering Women in Our Workplace We are shaping the future with gender equity at its core, leveraging merit-based strategies to ensure women's empowerment and representation at every organisational level. a) Merit-Based Advancement: Our approach to advancement prioritises merit, ensuring equal opportunities for all employees, from hiring to career progression. Emphasising academic qualifications and valuing practical experience and specific skills, we also prioritise aptitude and suitability for candidates from underprivileged backgrounds. This approach extends to our leadership succession planning, where potential and capability lead promotion decisions. While academic credentials are preferred, we are open to employing individuals with relevant experience or skills, especially if formal education is lacking, ensuring no talent is overlooked due to non-traditional backgrounds. Gender balance at senior levels is merit-driven, reflecting our commitment to diversity and equity throughout the organisation's practices. Progress & Achievements Our commitment to diversity and inclusion extends to fostering a balanced and representative workforce. We actively cultivate a talent pool that reflects a variety of backgrounds and perspectives, aiming to nurture a culture of inclusivity across all levels of the organisation. This commitment includes ongoing efforts to promote female leadership, as evidenced by the steady advancement of women within our organisation. 2. Celebrating Cultural Diversity Our inclusive policies and vibrant celebrations of global cultures forge a workplace where diversity is not just respected but celebrated, enriching our collective experience. a) Non-Muslim Pilgrimage Leave: In a pioneering move, we implemented a policy for non-Muslim pilgrimage leave. This year, two (2) of our staff members utilised this leave, underscoring our respect for all religious practices. 3. Fostering a Safe & Open Workspace We are cultivating a culture that emphasises psychological well-being and collective achievement, with a focus on inclusivity and open dialogue as its foundation. a) Inclusive Workplace Facilities: Our commitment to inclusivity extends to our physical spaces. As part of this commitment, developments are underway to enhance facilities and better cater to diverse needs. These improvements include: • Dedicated Mother’s Room: Offering new mothers a private and comfortable space for infant care and milk expression, these rooms demonstrate our commitment to supporting working parents. • Accessible Sick Bay: Equipped for initial medical attention, this on-site space will assist employees experiencing sudden illness or minor injuries, helping to prevent the spread of illness and promote a faster recovery environment. • Ergonomic Chairs: Implementing ergonomic chairs throughout the workplace prioritises employee well-being and promotes optimal physical health, fostering a more comfortable and productive work experience. b) WOW Conversations: This initiative establishes a framework for transparent and constructive communication, fostering an atmosphere where feedback is valued and everyone is encouraged to share openly. Initially piloted with GMEC and division heads, we aim to expand this initiative across the entire organisation by 2024, deepening our commitment to a supportive and cooperative workplace culture. 139 1 2 3 4 5 6 7 8 9 www.bankislam.com SUSTAINABILITY STATEMENT
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