Building an Equal Opportunity Workforce
Fair, diverse and inclusive employment is a key enabler of human capital effectiveness and organisational performance.
By upholding equitable recruitment practices, fair and competitive compensation and benefits, and an inclusive workplace culture, we foster an engaging and dynamic workplace grounded in equal opportunity for all. This includes embracing diversity as a driver of collaboration, stronger decision-making and innovation.
Through this approach, we enhance our ability to adapt to change, respond to stakeholder needs, and sustain long-term business performance.
Ensuring Fair and Equitable Opportunities
Guided by our Best People Strategy and Winning Culture framework, we embed fairness and inclusivity in our employment practices across five areas of focus:
Maintaining employment practices that comply with applicable labour laws and regulatory requirements, aligning with internal policies including the Employee Code of Conduct and related workplace governance frameworks, and upholding the UN Global Compact’s Ten Principles
Upholding fair and non-discriminatory recruitment practices that attract diverse talent and respond to evolving skill requirements, guided by structured policies and competency-based assessments
Maintaining a safe, respectful and inclusive work environment in alignment with our Employee Code of Conduct, supported by diversity and inclusion initiatives and employee wellbeing programme
Providing fair and competitive compensation aligned with market practices and organisational performance, while supporting employees with comprehensive benefits that promote wellbeing, financial security and work-life balance
Investing in continuous learning, capability building and leadership development to strengthen workforce readiness, equipping employees with the skills required to support evolving business priorities
Our Workforce In 2025
represented across our OpCos
across the Group
in Senior Management across the Group
of Senior Management hired from local communities
Our Winning Culture
Our Winning Culture Framework underpins performance, accountability and alignment across our HoldCo and OpCos. Building on this foundation, we introduced three core values in 2024 – Obsession for Customers, Courage for Change and Passion for Collaboration – aimed at translating our cultural intent into clear behaviours that support a high-performance mindset across the organisation.
With the framework now well established, we are taking the next step through our Best People Strategy, which focuses on strengthening leadership capabilities and preparing our workforce for evolving organisational needs. This enables our people to serve as a key driver of enterprise transformation under the Axiata28: Advancing Asia strategy.
Our Best People Strategy
The Best People Strategy sets out how we will build the organisational capability needed to deliver on Axiata28: Advancing Asia. Guided by the C.A.R.E. framework, priorities are structured around shared behaviours, clear accountability, continuous capability uplift, and stronger talent depth and mobility.
The following pillars show how these translate into practices across the Group.
Upholding Our Code of Conduct
The Axiata Code of Conduct governs how we interact with colleagues and stakeholders across our value chain. Through the code, we commit to upholding universal human rights, in line with the International Labour Organization (ILO) Core Labour Standards.
Freedom from
Freedom from
Freedom from
Freedom from
Building a Diverse and Inclusive Workforce
We are committed to providing equal opportunities for career advancement, regardless of age, gender, race, ability, nationality, or culture. This commitment is supported by a range of structured initiatives at the OpCo level, creating the conditions for all employees to fulfil their potential.
Actions taken and outcomes achieved in 2025 include:
-
Strengthened performance management through a structured framework covering scorecard setting, competency assessments and annual reviews
-
Conducted performance management workshops across employee groups to strengthen understanding of performance expectations and evaluation processes
-
Expanded quarterly performance reviews to support more frequent feedback and continuous performance dialogue
-
Strengthened internal mobility through the Talent Management Suite, filling 49 roles or 27.5% of total hires internally
-
Continued to strengthen early talent engagement through graduate and apprenticeship programmes
-
Enhanced the employee experience through redesigned onboarding, early talent engagement initiatives and wellbeing programmes
-
Implemented the Graduate Engagement Model (GEM), with 11 graduates completing structured internships
-
Committed to building a future-proof workforce by developing and upskilling AI, technology, and product talent
-
Provided meaningful learning opportunities and industry exposure for young graduates through the Boost Inspirasi Internship Programme and other initiatives
-
Advanced competency-based talent development via the Axiata Competency Framework
-
Expanded development pathways that support internal mobility and future leadership readiness
-
Strengthened internal talent deployment and mobility to support transformation priorities
-
Focused on accelerating development of identified successors and high-potential employees
-
Implemented a structured performance management system encompassing goal-setting, KPIs and annual evaluation
-
Strengthened value-driven performance transparency and accountability through integrated assessments and reviews
Building an Equal Opportunity Workforce
Fair, diverse and inclusive employment is a key enabler of human capital effectiveness and organisational performance.
By upholding equitable recruitment practices, fair and competitive compensation and benefits, and an inclusive workplace culture, we foster an engaging and dynamic workplace grounded in equal opportunity for all. This includes embracing diversity as a driver of collaboration, stronger decision-making and innovation.
Through this approach, we enhance our ability to adapt to change, respond to stakeholder needs, and sustain long-term business performance.
Ensuring Fair and Equitable Opportunities
Guided by our Best People Strategy and Winning Culture framework, we embed fairness and inclusivity in our employment practices across five areas of focus:
Maintaining employment practices that comply with applicable labour laws and regulatory requirements, aligning with internal policies including the Employee Code of Conduct and related workplace governance frameworks, and upholding the UN Global Compact’s Ten Principles
Upholding fair and non-discriminatory recruitment practices that attract diverse talent and respond to evolving skill requirements, guided by structured policies and competency-based assessments
Maintaining a safe, respectful and inclusive work environment in alignment with our Employee Code of Conduct, supported by diversity and inclusion initiatives and employee wellbeing programme
Providing fair and competitive compensation aligned with market practices and organisational performance, while supporting employees with comprehensive benefits that promote wellbeing, financial security and work-life balance
Investing in continuous learning, capability building and leadership development to strengthen workforce readiness, equipping employees with the skills required to support evolving business priorities
Our Workforce In 2025
represented across our OpCos
across the Group
in Senior Management across the Group
of Senior Management hired from local communities
Our Winning Culture
Our Winning Culture Framework underpins performance, accountability and alignment across our HoldCo and OpCos. Building on this foundation, we introduced three core values in 2024 – Obsession for Customers, Courage for Change and Passion for Collaboration – aimed at translating our cultural intent into clear behaviours that support a high-performance mindset across the organisation.
With the framework now well established, we are taking the next step through our Best People Strategy, which focuses on strengthening leadership capabilities and preparing our workforce for evolving organisational needs. This enables our people to serve as a key driver of enterprise transformation under the Axiata28: Advancing Asia strategy.
Our Best People Strategy
The Best People Strategy sets out how we will build the organisational capability needed to deliver on Axiata28: Advancing Asia. Guided by the C.A.R.E. framework, priorities are structured around shared behaviours, clear accountability, continuous capability uplift, and stronger talent depth and mobility.
The following pillars show how these translate into practices across the Group.
Upholding Our Code of Conduct
The Axiata Code of Conduct governs how we interact with colleagues and stakeholders across our value chain. Through the code, we commit to upholding universal human rights, in line with the International Labour Organization (ILO) Core Labour Standards.
Freedom from
Freedom from
Freedom from
Freedom from
Building a Diverse and Inclusive Workforce
We are committed to providing equal opportunities for career advancement, regardless of age, gender, race, ability, nationality, or culture. This commitment is supported by a range of structured initiatives at the OpCo level, creating the conditions for all employees to fulfil their potential.
Actions taken and outcomes achieved in 2025 include:
-
Strengthened performance management through a structured framework covering scorecard setting, competency assessments and annual reviews
-
Conducted performance management workshops across employee groups to strengthen understanding of performance expectations and evaluation processes
-
Expanded quarterly performance reviews to support more frequent feedback and continuous performance dialogue
-
Strengthened internal mobility through the Talent Management Suite, filling 49 roles or 27.5% of total hires internally
-
Continued to strengthen early talent engagement through graduate and apprenticeship programmes
-
Enhanced the employee experience through redesigned onboarding, early talent engagement initiatives and wellbeing programmes
-
Implemented the Graduate Engagement Model (GEM), with 11 graduates completing structured internships
-
Committed to building a future-proof workforce by developing and upskilling AI, technology, and product talent
-
Provided meaningful learning opportunities and industry exposure for young graduates through the Boost Inspirasi Internship Programme and other initiatives
-
Advanced competency-based talent development via the Axiata Competency Framework
-
Expanded development pathways that support internal mobility and future leadership readiness
-
Strengthened internal talent deployment and mobility to support transformation priorities
-
Focused on accelerating development of identified successors and high-potential employees
-
Implemented a structured performance management system encompassing goal-setting, KPIs and annual evaluation
-
Strengthened value-driven performance transparency and accountability through integrated assessments and reviews
