UEM EDGENTA BERHAD ANNUAL REPORT 2021 1 2 3 4 5 6 7 MANAGEMENT DISCUSSION & ANALYSIS 93 92 Health and Safety Performance We strive to reduce our injury rates and aspire to achieve zero fatalities across our business divisions. The main injuries among employees are slips, trips and falls and needle prick, while the main injuries among workers are motor vehicle accidents such as vehicle overturned and rear-ended accidents. To monitor and manage our accident rates, we conduct incident review meetings every two weeks with analysis and report on the three types of main injuries. We have also implemented programmes such as deep dive injury for slips, trips and falls, and needle prick, as well as defensive driving training to reduce number of motor vehicle incidents. EDGENTA STARS ENGAGEMENT During 2021, our Edgenta Stars have been at the forefront of the continued response to the pandemic, working to keep the country running, and customer workplaces clean, safe and looked after. The Group’s role as an employer during this time has been to listen, engage and help our Edgenta Stars navigate the challenging circumstances encountered during the pandemic. We see employee engagement as a high priority, with the belief that an engaged workforce performs better, is more committed and accountable, and delivers a strong customer focus. Among the ways in which we engaged with our Edgenta Stars are: At UEM Edgenta, Edgenta Stars are at the heart of our business, delivering great outcomes for our customers, communities and each other every day. Our Core Values FIRST and Code of Conduct set out what the Group stands for, to all colleagues and guide our approach to building an inclusive, respectful, supportive and high-performance culture in which every colleague can do their very best work. We employ over 22,000 employees and are committed to creating an environment in which every single colleague feels they belong and has the opportunity to thrive. Not just because it’s the right thing to do, but because we need diverse perspectives to help us generate the best ideas to help us serve our customers. We approach learning as a right regardless of role, tenure or level and see this as key to achieving our EoTF2025 vision. Because learning takes all kinds of forms, we provide our Edgenta Stars with access to platforms and resources to develop and move them into higher-skilled positions. Our employee handbook provides a summary of terms and conditions of Edgenta Stars’ employment with addition to various other human resources related materials. Group-wide Level Sembang HR session: Designed specifically for managers to enhance their people management skills. During these sessions, participants: a) Learn how to manage people b) Provided with advice on management and leadership skills c) Given an opportunity to clear HR-related queries In 2021, a total of 15 Sembang HR sessions were conducted covering various topics such as job description and job evaluation, managing discipline for higher performance at the workplace, engaging people for better results and managing through the use of technology. Culture & Values: With the roll-out of our new Core Values, the Group raised awareness of the FIRST core value through programmes to educate and embed the FIRST culture among employees. Divisional Level Healthcare Support and Asset Consultancy divisions conducted senior leadership engagement and roadshows to interact with staff at all levels. The introduction of The Way We Work by Support Services, has allowed better process efficiency through SOP, policies, system and organisational structural reviews. This initiative promotes inclusivity and increases collaboration among employees as it includes employees from operational level. KEY EMPLOYEE ENGAGEMENT INITIATIVES Edgenta Innovation Day 2021 Aims to bring together all Edgenta Stars across sectors and businesses to inspire them to explore the next big idea, not just to talk about the next big thing, but to build it. This inaugural event brings together innovative leaders in their fields with guest speakers invited internally and externally. The key highlights of the event include the launch of Edgenta Idea Bank – the collaborative platform for all Edgenta Stars to collaborate and develop ideas together. During the event, the winners of the Digitalisation Tourney 2021 were announced and their prototypes were showcased. Digitalisation Tourney 2021 An internal competition between teams to convert dayto-day challenges in Edgenta into technology basedsolutions. The event received welcoming support from employees with a total of 44 registrations for the Tourney. Edgenta Idea Bank Edgenta Idea Bank is the place for all Edgenta Stars to collaborate and develop ideas together. The Idea Bank helps to capture, organise and prioritise ideas so that the best ideas can be worked on as initiatives. In 2021, a total of 75 ideas were submitted across business units. SUSTAINABILITY STATEMENT SUSTAINABILITY STATEMENT FY2019 25 FY2020 48 FY2021 82 Total Number of Recordable Work-Related Injures FY2019 77 FY2020 22 FY2021 15 Total Number of Recordable Work-Related Injures FY2019 0.7 FY2020 1.2 FY2021 2.7 Lost Time Injury Frequency Rate (Number of Lost Time Injury Frequency per million man hours worked) FY2019 2.0 FY2020 0.5 FY2021 0.5 Lost Time Injury Frequency Rate (Number of Lost Time Injury Frequency per million man hours worked) FY2019 38,075,705 FY2020 41,534,918 FY2021 30,318,387 Total Hours Worked FY2019 38,946,781 FY2020 42,485,132 FY2021 31,011,996 Total Hours Worked Employees Workers (Workers refers to contractors hired by UEM Edgenta) Total Fatality Count 2 FY2019 0 FY2020 0 FY2021 FY2019 fatality breakdown: 2 contractors EMPLOYMENT CULTURE Health and Safety Targets for 2022: 1.5 Injury Rate Zero Fatality 21–39% participation in the #BeFit Programme
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