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Workplace Excellence
Workplace Diversity: Where
Embracing Differences Makes a
Difference
Over the years, GAB has strived to create a workforce that
truly embodies the diversity of the community we operate
within. We understand that the most effective way to
attract and retain the best employees is to create a culture
that celebrates this diversity, and where everyone can
succeed, regardless of age, gender, race or religion, with
remuneration and promotion based solely on ability and
performance.
The diversity of employees brings different expectations
and needs that we as a responsible employer strive to
understand and fulfill. For instance a good work life
balance is important to our employees, and this has led
to the implementation of the “Home Early Wednesday”
programme. We continue to work with departments to
ensure that this is implemented in a manageable way.
We also commit ourselves to fulfilling the unique needs of
our women employees. We have extended our maternity
leave from 60 days to 90 days as part of GAB’s signature
benefit revamp.
As we welcome Gen Y’s into our workforce, we recognise the
different values they bring and expectations of employment.
Our HR practices implemented are well suited to the needs
of this new generation as they strongly believe in achieving
work life balance and are constantly eager to experience
new things. Our Management Trainee Programme also
allows us to expose them to the different aspects of our
business and provides them with on-the-job training.
While it may be necessary for employees to drink for
product knowledge, we recommend that they exercise
discretion. Our Company has in place a ‘no drinking during
working hours’ policy and we encourage employees
to practice sensible drinking on all occasions when
consuming alcohol especially at our brand events.
Employee Development:
A Platform for Personal &
Professional Growth
We believe that we offer our employees vast opportunities for
growth. We organise a biennial career day for employees to
explore their capabilities. In FY12, 156 employees participated
in the career day and each of them received a personal
development plan.
Likewise, our hiring policy is designed to ensure that
talented and loyal employees have the opportunity to
progress internally. In FY13, we conducted 62 internal
promotions while hiring 71 individuals from outside the
company; the resulting feedback from employees was
that many of the senior positions were filled by individuals
from outside of the Company. As such, we will continue
to improve efforts in balancing internal progression and
the infusion of external talent with different ideas into
our organisational culture. We will continue to monitor
our systems to ensure that they are robust and to ensure
internal employees are rightfully given opportunities.
Training: Building Competency,
Exploring Potential
Our training philosophy is to create a learning environment
for our employees to receive on-the-job coaching and benefit
from formal learning modules. We want our employees to
be engaged in professional development and seek to ensure
they are equipped with competencies needed for their
present job as well as future advancement.
In FY13, we offered 131 training programmes encompassing
both hard and soft skills. Our HR department invested
RM2.5 million over the past two financial years for employee
learning and development. Along with a more structured
training needs analysis, we are able to provide training that
was directly relevant to employees which resulted in higher
participation.
Each employee received an average of five days of training,
with over 98% of our employees attending at least one
training session in FY13.
2009
2010
2011
2012
2013
20.34%
(106)
19.69%
(105)
20.64%
(116)
20.65%
(122)
22.03%
(132)
79.66%
(415)
80.31%
(428)
79.36%
(446)
79.35%
(469)
77.97%
(467)
WOMEN
MEN
GENDER DISTRIBUTION
MEN AT GAB
204
115
49
62
80
87
81
60
64
64
47
47
187
132
188
114
189
129
150
176
WOMEN AT GAB
2009
2010
2011
2012
2013
2009
2010
2011
2012
2013
39
8
6
6
6
6
28
31
29
32
32
38
35
38
37
42
38
40
43
47
Senior management
Management
Other staff
Operations
MEN AND WOMEN IN
SENIOR MANAGEMENT
87
100%
AGE OF EMPLOYEES
10
72
11
55
18
72
8
65
18
78
2009
2010
2011
2012
2013
39
8
6
6
6
6
28
31
29
32
32
38
35
38
37
42
38
40
43
47
Senior management
Management
Other staff
Operations
MEN AND WOMEN IN
SENIOR MANAGEMENT
2009
2010
2011
2012
2013
47
28
29
32
35
37
47
80
87
82
WOMEN MEN
2009
100%
0%
2010
2011
2012
2013
AGE OF EMPLOYEES
› 55
50 - 55
40 - 49
30 - 39
25 - 29
‹ 25
10
72
176
164
98
1
11
55
181
150
120
16
18
72
206
147
110
9
8
65
209
163
109
37
18
78
214
159
106
24
WORKPLACE EXCELLENCE :
MAKING EMPLOYEE INVESTMENT A PRIORITY
25
24