Flexible Work Arrangements (FWA) Family-Friendly Benefits Work-Life Benefits

Piloted telecommuting with IT teams where employees can work from

home 2 days per week EXTENDED Sponsoring a diverse group
Time-off allowed during office hours to attend to family matters MATERNITY of employees to develop
their creative talents and
Introduced 4 weeks of
WORK paternity leave and 16 weeks
interests while excelling in
Additional 30 consecutive dates of
FROM of maternity leave on full pay maternity leave on half pay
their careers
HOME Monetary bonus is given to all Enhancement of Mother’s Room
new parents under the Baby focusing on design and facility Childcare Leave for employees with children BMI Challenge to lose weight and
Virtual office initiative at Provide the option of when,
Bonding Bonus scheme to improvements to 37 Mother's aged 12 and below when they fall sick, which is promote health living, including nutritionist
PETRONAS ICT enables how and where to work
facilitate the bonding between Rooms to make them more deducted from the employees’ medical leave consultation
employees to work away from through its FWA programmes
parents and children comfortable and functional entitlement Employees are provided with daily
the office at any convenient which is driven by one of its
Let’s PINK Possible campaign aims to enhance catered healthy lunches which include
location, with more than 250 core values - Trust and
healthy lifestyle such as: brown rice and organic food from certified
employees currently on this Personal Responsibility in All
Breast cancer awareness with free organic restaurants
arrangement Relationships
SUPPORT mammogram screening
Quit Smoking Challenge for employees in
Employees can request to work from home for up to 2 days a month FOR
partnership with healthcare specialist, with
Time-off of 2 hours granted upon request on ad-hoc basis to allow PARENTS Provides new mothers the Supports women employees such focus on nicotine replacement therapies and
employees to attend to personal needs option to work remotely as enabling nursing mothers to extended support after they have stopped
from home for an additional send their milk to their babies, at smoking to break the addiction
month after maternity leave the fastest time possible. Pilot is
so that they can ease into in the US with review, for possible
work while still attending to consideration in Malaysia
Each work group is allowed to establish a pattern of core working hours
their new baby
Employees may request to work from a preferred location
Job sharing for part-time workers who share the same responsibilities and
portfolio, including those working in different time zones Equips its mother’s room with health check devices to allow 1
employees to monitor their blood pressure, blood glucose, weight Week
and BMI Closure
Piloted FWA with the HR team to gain buy-in, which led to
introducing the policy organisation-wide in June 2015. Business Units 1 Week Closure annually, which is paid time Provides up to 12 months Family Care
Breastfeeding mothers off firm-wide for all its staff to enable them to
heads can vary working hours start and end time to be between 7.00 Leave to employees who care for
will be provided with rejuvenate. This is first of its kind in
a.m. to 9.00 a.m. and 4.00 p.m. to 6.00 p.m. nutritional immediate family members diagnosed
Expanded part-time work to a wider group beyond the support professional services, as part of “Inspire with terminal illness
supplementary product Confidence and Empower Change” initiative
functions
Recently launched the Maternity Protection Policy Introduced Maternity and Paternity
FLEXIBLE (to be fully implemented by 2018), to provide all Support (MAPS) Portal which
women at Nestle the minimum maternity benefits, supports both employees who are
HOURS which include the right to return to the same job or expecting mothers and fathers to “Who Do You Know”
Can come in up to +/- 2 hours equivalent after maternity leave, flexible work manage a smooth transition to
Formalised FWA, with
12
arrangements and the entitlement to reasonable parenthood. The portal provides
programme raised
and also work from home
options for staff to work on 9 3 whenever they feel the need to, breaks to breastfeed in a conducive environment handy checklists and practical the employee
fixed flexible schedule, subject to policy Childcare subsidies of up to RM2400 per year on toolkits to help them with what is referral rewards for
flextime, part-time and 6 childcare services under the Flexibenefits Program needed Provides access to female candidates to
flexible work location
Provides Flex Location for senior
support ranging from Returnee
female managers increase the number
psychologists, finance Programme
experts, medical of women in the
Introduced the PETRONAS
experts, wellness coach organisation
etc Returnee Programme, which
Established the Maybank Tiger Cubs Childcare Centre, which is provides the option to rehire
Implemented staggered hours with the Option of school holiday work the first-of-its-kind day care centre to operate on a purely talents who have resigned to
option to commence office hours at arrangements for parents with emergency basis in Malaysia Partnered with TalentCorp to attend to family matters
8.00am, 8.30am and 9.00am school-going children under the age of 12 design a Career Transition
workshop for women returning
Discounted prices offered to employers in WORKPLACE from career breaks to facilitate
Options for staff to work on flexible hours, including reduced and selected childcare centres CHILDCARE their job search
part-time work arrangements depending on specific needs Flexi Benefits provides employees the option to
Options for career breaks of more than 6 months to 1 year, apart from use the flex points in their Flexible Spending
unpaid leave, due to various reasons
Account to claim for childcare services, maternity
payments, wellness programme fees and
Flexible Work Schedule is one of the most successful retention strategy Diversity Efforts and
with the highest engagement scores in Malaysia and the most common extending medical benefits to dependants
Initiatives by all leaders to
reason why many return to Dell as rehires, with 92% agreeing that “my Total maternity leave extended from 60 to 90 days create greater awareness
leader gives me the flexibility I need to manage my worklife demands” Group policy for hospitals and companies to designate
Encouraged to take up to 3 days of paid leave a year to and to have better
Customised work schedule which is a hybrid of flexible work schedule, area for childcare centre which operates beyond volunteer for community and environmental appreciation about the
e.g. 4 hours in the afternoon and 4 hours late and night to cater for global normal office hours to cater for employees on shift programmes need for diversity at the
teams across time zones work
workplace
Women Development Programmes Grants and Incentives
Recruit and retain
women who are keen
to return to work
Launch of Women Mentor Women Council which aims to increase the number of women in CAREER after a career break
management within the current infrastructure available in the Bank. The council also supports Design and
business delivery of products and services to female consumers COMEBACK implement a
Women Mentor Women programme is a structured mentoring and coaching programme GRANT programme targeted

RDS
designed exclusively for women to develop effective future leaders amongst women to assist women on
career breaks to
return to work
Revised Shell Graduate Programme to be

AW A
more female-centric
The Women’s Career Development Programme is designed to increase
women representation in leadership roles. It helps female employees identify TRAINING FOR
what they want from the professional and personal lives and support them in WOMEN WHO Double tax deduction
achieving their full potential
RETURN TO incentive for the
Senior Women Connect (SWC) is a global Shell network to help senior training cost incurred
women support each other with gender specific leadership challenges WORK AFTER within 12 months of
A CAREER returning to work
The Women’s Business Council (WBC) launched a "Women to Watch" platform BREAK

LIFE AT
to recognise and raise the visibility of high-achieving female employees and
reinforce importance of gender diversity at all levels in the organisation
Initiated a Women’s Career Success Workshop to progress women in their
careers

Developing a pipeline
of diverse executive to
FLEXIBLE WORK
ARRANGEMENTS
Double tax
deduction for
employers on both
WORK
AWARDS
lead Dell’s future (FWA) TAX consultancy and
training cost to
Established PETRONAS Introduced a new recruiter goal to proactively drive diverse INCENTIVES implement FWA
Leading Women Network hiring, whereby every recruiter is to float one female

2 0 1 5
to develop and retain candidate to their selected hiring manager per quarter
women talents by providing Development programmes specific for women, e.g.
a platform for women to “Embracing the Stage” which is an interactive programme to
connect and encourage develop leadership, influencing and networking skills
each other to develop their The “Women In Search of Excellence (WISE)” champions the Double deduction on
careers through continuous interests of all Dell women, helps build connections and expenditure incurred for
nurtures professional and personal growth the provision and
learning
maintenance of child H i g h l i g h t s of
CHILDCARE care centres
p a r t i c i p a t i n g
Developed an internship programme for Women in Aviation Sector Double deduction on
CENTRE IN
My Connections Group was formed to cultivate women’s
THE
child care allowance e m p l o y e r s
professional development given to employees
WORKPLACE (employees exempted
Women's Mentoring Circle targeting women managers and high from tax up to RM2400/-
potential women to build a circle of women leaders who can tap on year)
each other’s experiences and thrive together Industrial Building
Implemented Career Comeback Programme (ICare - IHS Career Allowance at 10%
Relaunch) to recruit women professionals who took a career break due annually for buildings
to various reasons to help facilitate their transition back to the used as child care centres
workforce

Set-up a support and knowledge sharing platform for women employees The workplace in Malaysia is progressively changing to meet the
called “Lipsticks and Laptops” to retain women and to encourage them Visit flexWorkLife.my to refer to case studies from other employers and for differing needs of our diverse and multigenerational workforce.
to scale greater heights whilst juggling both their career and family toolkits to implement FWA
commitments
Through the Life at Work Awards, TalentCorp encourages employers to
Established Women in IBM Network Group (WINGs) to inspire and
Contact us at flexworklife@talentcorp.com.my for more details step forward and share their workplace practices to promote work-life
enable women to achieve their full career and leadership potential. integration and to advance women in the workforce. We feature some
Programmes for women to develop their leadership skills: Join us on and
highlights from the award submissions to encourage more employers to
“Taking the Stage”: four-part programme to strengthen women’s
leadership skills by developing a new, more confident presence and adapting techniques
adopt some of these good practices.
necessary to becoming more persuasive leaders
“Setting the Stage”: five-module programme with insights into the “unwritten rules” that
Brought to you by
can govern corporate culture
Commissioned a study with participation from hundreds of female IBMers in 30 countries,
with the objective of helping women IBMers advance their career and become future leaders
of IBM. Findings can be found here http://tinyurl.com/advancing-women-ibm-study