FGV Annual Report 2020

Sustainability Matters FGV e-wallet FGV has pioneered the implementation of the electronic wallet (e-wallet), a cashless payroll system for its plantation workers. The e-wallet system empowers workers to manage their finances more efficiently. It was successfully rolled out in February 2020 for 1,500 registered users in 11 estates in Gua Musang, Kelantan. FGV aims to implement the e-wallet system throughout its plantations in Malaysia by the first quarter of 2021. Safety Boxes for Passports FGV has installed 32,250 safety boxes at all our plantations as an option for migrant workers to keep their passports safely. FAIR WAGES In accordance with our commitment to provide fair and decent work, FGV observes the minimum wage regulation of the countries where we operate. Future Priorities As part of the FGV Action Plan 2020, FGV will continue focusing on strengthening its monitoring mechanism for labour, social/human rights compliances. In November 2020, FLA conducted a workshop to discuss and gather information on this subject. Subsequently, FLA has made several recommendations for FGV’s labour compliance monitoring mechanism, which is to be implemented in 2021. At FGV, we believe that a highly engaged workforce will increase productivity and ensure employee satisfaction, thus contributing to the sustainable growth of FGV in the long term. During the year, we rolled out several initiatives to gather employees’ feedback and increase employee engagement. Workplace Communications (WPC) Framework Initiatives In 2020, FGV implemented the WPC Framework on 15 August 2020. WPC focus areas are to improve employee engagement, communication and wellness. A variety of initiatives were implemented to improve employee engagement in FGV. They included: • Group-wide Knowledge Sharing Sessions were held as an avenue for employees to speak up and share knowledge. These sessions also sought to create a workplace that is empathetic and prepares employees to meet new challenges and actively supports life- long learning. The sessions were planned to be held at each worksite every month, for 45 minutes (30 minutes of sharing and 15 minutes for Q&A). However due to the COVID-19 pandemic, the frequency of these sessions were left to the discretion of the leadership of each of these work sites. • Roundtable sessions were held for employees to express their views/suggestions openly on Division/Company improvements i.e. workplace issues, company direction/decisions, working environment. Each workplace was to hold at least one session every month, according to position, such as manager roundtable, executive roundtable or non-executives roundtable. At each level, at least three (3) to four (4) roundtable sessions are to be conducted within a year. Each roundtable session is to be chaired by Head of Division/CEOs or the Head for the workplace. All issues highlighted during these sessions are to be resolved within 60 days. Unresolved matters are to be referred to the top management. For 2020, a total of 259 sessions were planned but due to the COVID-19 restrictions, only 192 sessions were held. • PRIDE Awareness campaign was launched online via HRDesk email blast, eight (8) videos and seven (7) posters being launched. The launch took place on 24 June 2020, and the campaign was scheduled to run from June to December 2020. The goal of the campaign was to instill employee awareness as well as to guide and inspire employees on PRIDE values. SUSTAINABILITY MATTER: EMPLOYEE ENGAGEMENT 126 FGV HOLDINGS BERHAD Annual Integrated Report 2020