2 Collective Bargaining Agreement In 2022, we concluded the renewal for our in-house union involving the Executive group of employees in June. We carefully considered the proposal submitted by the union and negotiated better terms based on their request and what is fair. To ensure that we are offering competitive remuneration, we also benchmarked our agreement against other equivalent CAs within the banking industry. We also want to ensure that our non-unionised employees are well taken care of, and the Scheme of Service for this group was last reviewed in 2019. We are committed to creating a fair and equitable working environment for all our employees, and we will continue to review and improve our compensation and benefits packages to attract and retain top talent. 3 #Flexwork: Better Work-Life Balance Building on the success of our Flexible Working Arrangement (FWA) policy, we introduced the Flexwork initiative in 2022. #Flexwork empowers our staff to plan their work in a way that increases productivity and creates an agile work environment, while also allowing for greater flexibility and work-life balance. Through #Flexwork, our employees can choose a work location that best suits their job and schedule, with a minimum of one day of working in the office. This allows them to retain the flexibility of hybrid work mode, working from home or anywhere else, while still maintaining those vital face-to-face connections with colleagues. Although some employees may be required to work from the office based on their work requirements, we still strive to provide as much flexibility as possible. Furthermore, with #Flexwork, we also allow our employees the flexibility to dress in outfits that best suit their job requirements for the day, whether it’s dressing formally or casually. We call this #FlexOOTD, or flexible outfit of the day. This empowers our staff to use their best judgment in dressing appropriately and feeling comfortable while they work. Remunerations improvements in terms of minimum and maximum salary base, annual increment and allowances Salary adjustment of 8.5% across the board Outcomes of CA: 4 Nurturing a Culture of Innovation In March 2020, we opened BITIZone@L10, a full floor of co-working and hot desking workspaces located on level 10 at our head office Menara Bank Islam. In BITIZone@L10, our employees have access to a range of facilities, including state-of-the-art workstations, meeting rooms, and breakout spaces. BITIZone@L10 provides employees with a conducive working environment that promotes collaboration and innovation. It’s a versatile, open, and safe space that supports our #Flexwork practice, allowing BITIZENs to change their day-to-day work environment while still maintaining hybrid ways of working mode. This helps to increase opportunities for networking and collaboration among employees, promoting crossfunctional teamwork and the sharing of ideas. Moreover, a café within BITIZone@L10 was inaugurated in August 2022, offering BITIZENs added convenience and flexibility to enjoy food and beverage services while they work throughout the day in the office. Overall Performance As of 2022, there were no incidents reported in relation to instances of labour standards non-compliance. Outlook In 2023, we will expand our open-concept co-working and hot desking workspaces to more floors within Menara Bank Islam to accommodate a growing number of employees who are embracing #Flexwork practice. Integrated Report 2022 126 Social Impact
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