VALUES-BASED CULTURE Prioritise fostering a culture based on Maqasid Shariah principles, focusing on trust, integrity, and catering to diverse employee needs. Offer holistic wellness resources and support to assist employees in sustaining their overall well-being and personal development across physical, emotional, mental, spiritual and financial aspects. Foster a culture of diversity, equity, and inclusion (DEI) by ensuring equitable distribution of training resources and providing every employee access to developmental opportunities as outlined in the Bank’s DEI Policy. Key Priorities Completed a Future Skills Study, identifying 17 key roles essential for the organisation’s future with strategies including competency development, job role review, talent redeployment, and strategic hiring to fill available positions. Implemented a robust succession plan through the People Review Exercise with 12 mission-critical roles covered, 32 unique successors identified, and implemented a development strategy to enhance their readiness. Established a DEI Policy, heightened DEI awareness, and seamlessly integrated DEI principles into Human Resources policies. Performance Metrics 2020 2021 2022 2023 Employee Engagement Index 81% 57% 88% 78% Performance & Achievements Conducted a forward-looking skills analysis to anticipate and address evolving capability needs to drive business strategies and goals. Invested in cultivating future-proof skill sets within the workforce, ensuring they are well-equipped to realise the Bank’s strategic objectives and digital aspirations. Developed an internal Sustainability Learning Framework focusing on sustainability aspects. Implemented a Leadership Competency Model to improve the assessment of successors’ readiness levels. Initiated a People Review Exercise in the fourth quarter (Q4) of 2023 for successor nomination and readiness assessment for key positions. Improved workplace facilities to accommodate diverse needs, including provisions for nursing mothers and individuals requiring ergonomic support for back issues. Introduced Pilgrimage Leave to support the religious practices of non-Muslim employees. Initiated targeted action plans to address identified root causes and establish a clear narrative for change. The initiative aims to promote behavioural shift and reinforce the culture at Bank Islam. Initiatives Outlook & Future Priorities Integrate a nuanced approach to employee well-being that aligns with DEI principles, ensuring programmes are culturally sensitive and inclusive. Continue to cultivate a diverse, equitable, and inclusive workplace. Focused on enhancing sustainable finance training for employees through a dedicated learning framework, covering fundamental trainings for general staff and the latest sustainability and ESG trends for management. Pursue sustainability efforts that benefit employees and the community, including partnerships for societal well-being and environmental initiatives. 63 1 2 3 4 5 6 7 8 9 www.bankislam.com MANAGEMENT DISCUSSION AND ANALYSIS – STRATEGIC REVIEW
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