4 minute read
Maybank
Diversity & Inclusion
Diversity, Equity and Inclusion (DEI) is a mission-critical piece of the Maybank culture. Our collective efforts in continuing to raise the value of DEI at the workplace have been wideranging and started in earnest more than a decade ago, starting with our Human Capital Dashboard in 2009, a regular fact-based pulse check that enabled crafting of data-based actions when finding solutions such as developing any initiatives to address any imbalances. It has been one of the tools enabling Maybank’s many milestone successes thus far and was the genesis of the next step of our gender equality drive, which came in the form of our Group Inclusiveness and Diversity (GIDA) Framework in 2014. That framework outlines our commitment to ensure a sustainable commitment to having different nationalities, varying age groups, and socio-economic levels in our dynamic workforce. Through GIDA, our efforts were accelerated and outcomes are monitored through measures reflected on our Group EXCOs’ scorecards. Today, we have evolved into many focus areas to ensure we present an inclusive workplace for Maybankers. This includes programmes such as our mental health programmes and allyship programme.
Workplace Culture
Maybank’s mission of Humanising Financial Services is something that resonates with all Maybankers as we believe that no matter what, we should always do the right thing. Our Group’s Core Values, TIGER (Teamwork, Integrity, Growth, Excellence & Efficiency, Relationship Building) serve as a guiding principle to encourage practices that collectively form our unique culture. Premised on the mission of Humanising Financial Services, we are also committed and serious about embedding sustainability in everything that we do. We continuously review and enhance our ESG practices by working with our stakeholders to drive sustainable business activities and deliver value in line with our mission and our M25 strategy.
We believe that building a strong sustainabilityfocused culture that is strong in governance, ethics, trust and transparency and reflects the highest commitment to diversity, inclusion, equity and privacy.
Work-Life Balance
Maybank has established an employee wellbeing approach that covers both the physical and psychological aspects of our employees’ wellness and health. Flexible work policies and practices, including the existing Flexible Working Arrangement (FWA) Policy, as well as the Mobile Work Arrangement (MWA), allowed us to embrace a remote-first mentality that meets the diverse needs of our employees as well as prioritises the safety and wellbeing of employees without compromising on productivity and performance. We actively promoted the hybrid work model to enable our people to have better work-life integration and improve their productivity. We also provide holistic support for employees who need any assistance whilst working from home – including mental health talks and the opportunity to engage with trained in-house Mental Health First Aiders to assist employees who are struggling emotionally and mentally. We always encourage Maybankers to rest well and have an active, healthy lifestyle through programmes like our quarterly Step & Sleep Challenge and daily Virtual Fitness Programmes.
Staff Benefits & Incentives
The Bank has always ensured that the thoughts, feelings and needs of Maybankers are considered, alongside the operational and financial requirements of the organisation, aligned with our focus on the five main areas of fitness – the emotional, mental, financial, performance and physical. The support that we provide for our employees encompasses a wide spectrum of benefits, including maternity leave that extends beyond national regulations, paternity leave, childcare leave, adoption leave and child care subsidies. Additionally, we offer flexible work arrangements and leave policies to ensure that employees are able to pursue their interests or make time for what matters to them. For instance, under the GO Ahead. Take Charge! (GATC) programme’s 4 pillars, employees can opt for job rotations and inter-sector transfers (Reskill & Redeploy); sign up for FWA (Flex In); explore external work opportunities (Flex Out) or choose to take a break to become an entrepreneur (Entrepreneur) whilst retaining the option to return to work.
Working Arrangements
The pandemic has no doubt redefined our way of working and remote working is here to stay, whether we like it or not. However, we do recognise that there are people who like to be in the office or some are more effective at home. Therefore, the ‘Maybank Office’ will see a blended arrangement with employees working in the office, at split locations, and working from home, today and henceforth. Regardless of the circumstances, we have always been about people; placing utmost priority on the well-being of our employees, customers and communities. In addition to our efforts to keep employees updated on COVID-19related developments, we established policies and practices to support the health and well-being of our employees. In line with our mission of Humanising Financial Services and ensuring the safety of our people, customers and communities, we continued to utilise measures such as reducing branch operation hours, limiting the size of our onsite workforce, and maintaining high standards of hygiene and safety across all workplaces.
