WHAT VALUE WAS CREATED IN 2024? To ensure employees are heard and that their feedback influences decision-making, UEM Edgenta maintains a range of both structured and unstructured channels. Initiatives like the Employee Engagement Survey (EES), the Idea Bank, and the Internal Customer Satisfaction Survey provide valuable insight into employee sentiments and ideas. These feedback mechanisms help inform strategies to address any concerns and enhance the workplace culture. The company’s focus on inclusivity is also evident in its DEI statement, which was published in 2023 and demonstrates a clear commitment to fostering a diverse and equitable workplace. In response to employee feedback, new initiatives were introduced in 2024 to enhance employee engagement and team collaboration. Various engagement activities were implemented across the organisation, ranging from sports days and festive gatherings to more structured events like Edgenta Tuesdays, a monthly event aimed at connecting employees across departments. The company also placed a strong emphasis on recognising employee contributions through formal recognition programmes, which were refined in response to feedback gathered through the EES. In 2024, UEM Edgenta introduced several key employee engagement initiatives that have positively impacted productivity and individual performance. These initiatives include the “Leadership Connect: One Voice, One Purpose” series, launched in May 2024, which brought senior leaders together through townhall sessions across all entities to share strategic priorities and foster transparency. Over 100 engagement initiatives were implemented at the divisional and departmental levels, such as Sports Day, festive gatherings, and monthly meetups, to strengthen connections at the grassroots level, with KPIs established to ensure alignment with broader engagement goals. The introduction of “Edgenta Tuesdays” in 2024, a monthly event where departments take turns hosting activities at Menara UEM, promotes continued connectivity and communication, especially with the implementation of Flexible Work Arrangements (FWA). Furthermore, “Bring Your Children to Work Day” reflects the company’s commitment to supporting employees' families by offering them a chance to share their work environment with their children. These initiatives have played a crucial role in fostering a more connected, engaged, and productive workforce. Our commitment to transparency is reflected in the introduction of various new engagement initiatives that ensure employees’ feedback is valued and taken seriously. A dedicated programme for people managers offers a platform to address challenges in managing employee expectations and resolving issues. As part of our enhanced performance management framework, the “Additional Feedback” feature was introduced, allowing employees to provide or request feedback from colleagues across the organisation. This feedback is visible to line managers and can be used as a valuable reference in performance reviews and career development discussions. Apart from that, through the Edgenta Assistance Programme (EAP), we remain committed to supporting the mental health and well-being of our employees. The programme offers access to professional support services, including psychologist and physician consultations, ensuring employees have the necessary resources to manage their mental health. Additionally, employees are encouraged to participate in health and well-being seminars to further promote overall wellness. Targeted mental health assessments are also conducted, with follow-up consultations provided to address individual needs, reinforcing our ongoing commitment to employee health and well-being. Continuous effort to ensure more employees are trained as Mental Health First Aiders to ensure support is available to recognise and provide initial responses to various mental health problems. WHAT IS OUR OUTLOOK? UEM Edgenta’s employee engagement strategy is built on short, medium, and long-term goals. In the short term, our focus is to address employee feedback effectively, based on the 2023 Employee Engagement Survey (EES) results. In response to employee feedback, we hold regional Annual Management Dialogues (AMD) to strengthen communication and transparency between employees and management, particularly at site level, alongside established whistleblowing channels. We also encourage work-life balance through flexible work arrangements and company community events. We have enhanced our engagement strategies in 2024 by incorporating insights from focus groups and action plans, and we will continue to translate these into measurable KPIs across corporate, divisional, and departmental levels throughout 2025. In the medium term, we will continue introducing relevant initiatives, guided by benchmarking studies and employee feedback. For the long term, our goal is to allocate resources for sustainable initiatives that promote employee well-being and growth. We plan to invest further in learning and development, offer fair compensation, especially for operations and frontline employees, and aspire to meet the national living wage. Additionally, we will develop leadership capabilities with structured engagement initiatives and tracking mechanisms to ensure successful implementation. To promote inclusivity and diversity, we have rolled out a Diversity, Equity & Inclusion (DEI) Statement, introduced a Gender Diversity Policy, and are embedding DEI principles into our HR practices. We have also published a Human Rights Impact Assessment (HRIA), which will guide the development of a Human Rights Policy in 2025. In recognition and rewards, we are evolving to cater to diverse employee preferences through individualised benefits and flexible spending accounts. We also plan to expand spot recognition and non-monetary rewards, ensuring our programmes remain relevant and effective in fostering engagement. Social Value Creation UEM EDGENTA BERHAD 194 Integrated Annual Report 2024
RkJQdWJsaXNoZXIy NDgzMzc=