Diversity A diverse workforce not only enhances corporate governance, but also enables us to better understand and reflect different perspectives and elements of modern society. Such skills are increasingly critical to business success. The bank monitors efforts to maintain a well-balanced and inclusive workforce – a commitment expressed in our Diversity and Inclusion Statement. Employees with talent and potential are given equal opportunity to grow in leadership roles, without gender discrimination. In 2020, the bank participated in Bloomberg’s Gender Equality Index (GEI) assessment, which is conducted using criteria that mainly focuses on how a company demonstrates its commitment to gender equality though policy development and reporting. Competency Development Competency-based development has been designed for different employee levels to build core and leadership competency. For junior management employees, collaborativemindset development will be a key focus, as it is essential for bringing people from different cultures and ways of work together efficiently and collaboratively to achieve common goals. For management level, the focus will be: 1) instilling a collaborative change mindset in pursuit of tangible outcomes and shaping the team so they adapt to change; and 2) accelerating change among leadership so that the future vision can be cascaded to staff and create a diverse and inclusive environment. Launched in 2020, the program began with the development of junior management employees, which is expected to be completed in 2021 with an estimated target group of 3,000 employees. Average training hours (hours per person per year) 2017 27 2018 38 2019 35 Target 2020 40 2020 18 TMB HACKATHON 2020 TMB HACKATHON, an annual innovation contest, fosters cross-functional collaboration among employees from different backgrounds to create innovative solutions for customers. The process also enables participants to better understand customers’ problems, ideate solutions and develop prototypes within a timeframe of two days. The theme for the 2020 contest was enhancing financial well-being and end-to-end delivery to customers. A total of 99 employees participated in the contest, which led to successful product launches and initiatives, including an initiative that allows customers to consolidate all their debt via a car-for-cash lending scheme with the bank. This enables customers to holistically manage their debts. In addition, this scheme also encourages customers to pay on time by providing themwith incentives in terms of discounts or savings. Such approaches promote good debt management and repayment behavior, putting customers on a path towards financial well-being. More initiatives are in development and will be launched in 2021. 9.0/10 People managers gave an average score of 9.0 out of 10 when asked how ready they feel to lead their teams for change 8.4/10 People managers gave an average score of 8.40 out of 10 when asked how ready their teams are for change 9.0/10 People managers gave an average score of 9.0 out of 10 when asked how ready they feel to embrace change 39 Su s t a i n a b i l i t y Re po r t 2 0 2 0 I n t r odu c t i o n Cu s t ome r s En v i r o nme n t a l & So c i a l I mp a c t s Pe op l e Go v e r n a n c e App e nd i x
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