Page 156 - MSM_AIR2021

154 MSM MALAYSIA HOLDINGS BERHAD WHO WE ARE STATEMENT & DISCUSSION BY OUR LEADERS HOW WE OPERATE
ANNUAL INTEGRATED REPORT 2021

SOCIAL

INITIATIVES

No of Employees Returning to Work after Maternity & Paternity Leave
MSM Holdings MSM Prai
Maternity Paternity Maternity Paternity
1 1 5 1 0 0 4 5 3 23 37 23

2019 2019 2019 2019
2020 2020 2020 2020
2021 2021 2021 2021

MSM Johor MSM Logistics
Maternity Paternity Maternity Paternity
1 1 0 10 21 28 1 0 0 2 1 1

2019 2019 2019 2019
2020 2020 2020 2020
2021 2021 2021 2021

or treated unfairly via grievance mechanism established
Diversity & Equal Opportunity under the Employee Handbook. As part of our Whistleblowing
Policy, we have in place a structured grievance and complaints
framework to encourage employees to report these potential
MSM is committed to a safe and inclusive workplace that violations without fear of reprisal.
embraces and promotes diversity and equal opportunity.
Our Employee Handbook, outlines an overview and summary Further details on our Whistleblowing Policy and mechanism
of MSM’s HR policies and procedures which includes clear are highlighted in the Governance topic of this Annual
guidelines towards nurturing a workplace that is fair, inclusive Integrated Report on page 180
and free from all forms of discrimination and sexual harassment.
Our policies also offer both maternity and paternity leave as
part of our employee welfare benefits. Though MSM’s workforce within our refineries tends to be
male dominated, in light of factory, machinery and work shift
We recognise workforce diversity as an organisational demands; we are on a journey to balance out gender diversity
strength and competitive advantage in retaining and attracting from executive level onwards. Towards this end, in FY2021:
the best people to improve our business performance.
We value, respect and leverage the unique contributions MSM introduced the Executive Committee (EXCO) with the
of people with diverse backgrounds, experiences and inclusion of one female representative making up 14% of
perspectives to enhance understanding of the needs of our the gender ratio. This move is a step forward in recognising
customers and provide innovative solutions and exceptional the growing contribution of women in MSM.
customer service to an equally diverse community.
We recorded a 3.4:1 male to female ratio at Top Senior
Towards this end, we have also established feedback channels Management level compared to 5:1 in FY2020.
for employees to raise concerns, identify amiable solutions At Manager level ratio for FY2021 is 2.8:1 compared to
and report instances where they feel violated, disrespected 5:1 in FY2020.