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2020 Sustainability Report

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2020 Sustainability Report People 1 Talents & Leaders Workforce Grassroots Social Responsibility Talents & Leader 1.9% Minor strives to groom our talents and leaders in middle and Senior management senior management levels to be visionary, agile, adaptive to changes, and able to empathize with our stakeholders. Minor 10.0% deploys multiple approaches for learning and development, from Middle management e-learning to workshops, and most importantly experience-based learnings. The COVID-19 pandemic has proven that strong 88.1% leadership is essential in a time of crisis. Leaders have to Staff demonstrate the ability to act quickly to address the challenges while considering the long-term consequences. Examples of development programs for our talents and leaders are listed below. GROW’s Experiment Playground Minor Hotels’ Learning Journeys Launched in August 2020, GROW’s Experiment Minor Hotels’ Learning Journeys are complete Playground is a new training program participated leadership development series for talents which by 42 talents from Minor Food, with add-on coaching comprise of 3 programs: Wavelength, Endeavour, from senior management. The program was developed and Horizon. The programs are offered to talents in based on the 3 pillars of “Minor Food Behaviors manager and director levels. In 2020, Minor Hotels offered for Successes” – Hyper Collaboration, Customer these development programs for their talents through Centricity, and Digital Acumen, aiming to enhance both offline and online platforms. Total of 16 talents leadership skills through action-based learnings. participated in the Endeavour and Horizon programs Participants teamed up in groups and were assigned while Wavelength welcomed 19 more graduates. experimental projects with various objectives such as identifying new store concepts and products, creating synergies between brands, turning customer insights into customer experience, and reducing environmental impact from operations. People 2 Talents and Leaders Workforce Grassroots Social Responsibility Responsible Employer | Occupational Health & Safety and Employee Well-being Workforce Responsible Employer Minor commits to be a responsible employer and strives to be With over 66,000 employees in our businesses an employer of choice. We believe that the ability to attract worldwide, Minor pledges to be a responsible employer the right people, optimize their capabilities, and retain them can and employer of choice. To achieve this ultimate goal, be achieved through treating our employees well and offering we have introduced several initiatives. On personal opportunities to develop and grow. and professional development, we continue to provide different forms of learning and development for our workforce, talents, and leaders to ensure our pipeline is filled with skilled and capable resources, In 2020, Minor introduced “Minor’s Behaviors who are also capable of creating positive social and for Success” (BFS), a new set of employees’ environmental impacts. We provide safe and healthy competencies, aiming to create competent working environment in accordance with relevant legal people who will help drive the company regulations to create good workplace and enhance to success in this fast-changing business productivity. In addition, we promote well-being environment initiatives that focus on employees’ strong body and mind, reasonable support for family and society, and encouragement of financial disciplines. We believe that it is our duty to create an environment where our employees can deliver their best performance, develop their capabilities, and grow their careers. The foundation of being a responsible employer is ensuring that our employees are treated fairly and professionally. Minor tracks and monitors relevant local and international regulations for compliance and continuous improvement. We assure the protection of basic rights of our employees, guided by corporate Human Rights Policy, which includes freedom of association and collective bargaining. People 3 Talents and Leaders Workforce Grassroots Social Responsibility Responsible Employer | Occupational Health & Safety and Employee Well-being In 2020, 19% of total workforce worldwide are covered by Due to the fluid situation with the COVID-19 pandemic in 2020, all of collective bargaining agreements. In addition, in countries Minor business units made the decision not to conduct employee where welfare committees are enforced by laws, employees engagement surveys. It is unfortunate that as lockdowns were can also raise their concerns through these committees who will enforced and operations halted in jurisdictions globally, we had consider appropriate actions. The standard entry-level wages of to streamline our workforce which resulted in higher than usual our business units are on par with the country’s minimum wage turnover rate. In 2020, overall turnover, inclusive of both full-time or higher, subject to the type of business, nature of job, and and part-time employees was 58%. location. The employees also receive benefits depending on their employment type. Details of employee benefits are presented Prior to departure from employment, an exit interview is conducted in “Human Resource Performance” section of Sustainability with the employee to identify resignation causes and appropriate Performance Data 2020 on our website. actions which can be taken to reduce future attrition where needed. The information is collected and held in confidentiality. Minor also focuses on the continued development of our We also continue to develop systems and processes to enhance people by offering various training programs to enhance skills, recruitment and retention effectiveness. Minor Food Thailand knowledge, and behaviors necessary for employees in different implemented “Smart Career System” to improve recruitment business units and levels. In addition to provided training courses, process. The system also helps filter/match applicant’s skills employees can also discuss additional developments through with those needed by the position and is expected to help with annual appraisal with their supervisors which allows employees to retention. reflect their performance and seek for the gaps for improvement. In 2020, the average training hours per employee per year was 26. As the company went through the phases of work-from-home, learning and development continued to progress with several Details of training programs are presented on Minor’s website online learning sessions offered to employees. under “Human Resource Performance” section of Sustainability Performance Data 2020 . People 4 Talents and Leaders Workforce Grassroots Social Responsibility Responsible Employer | Occupational Health & Safety and Employee Well-being Online Learning Platforms We effectively utilized online learning platforms across all Minor business units to allow continuous personnel development when face-to-face trainings were not possible. Numerous courses were offered such as HSMAI, Percipio, EdEx, Torrens, and Typsy, to develop both required and new skills needed for them to adapt to changes and manage possible challenges. Live Sara – Self-Development Program In May 2020, Minor launched a new development program called “Live Sara”, a series of knowledge sharing talk shows focused on enhancing employees’ knowledge and capabilities. Initially hosted in live streaming format during the lockdown, the program continued its momentum and turned into face-to-face sessions when employees returned to office. The sessions covered a diverse range of topics ranging from how to use virtual meeting platforms, new-normal lifestyle and way of work, to customer centric, wealth management, and hyper collaboration. Live Sara will continue in 2021, with topics focusing on artificial intelligence (AI) and technology. Manager Leadership Development Program (MLDP) Manager Leadership Development Program (MLDP) is a leadership development program providing professional development opportunities to Minor Food’s area managers to become internal trainers. The program aims to uplift knowledge and skills of area managers, who after graduation, can instruct further batches of people within their operations. In 2020, ten area managers were trained and certified as trainers. They will begin to give training to store managers in 2021. People 5 Talents and Leaders Workforce Grassroots Social Responsibility Responsible Employer | Occupational Health & Safety and Employee Well-being Occupational Health & Safety (OHS) and Employee Well-being The health and safety of our employees are very important to Minor. Ensuring good practices in occupational health & safety and employee well-being instills morale and trust among existing employees, attracts talents to the company, as well as protects the company from unforeseen reputation risks. Minor continuously implements safe and healthy working environment in accordance with relevant legal regulations to create good workplace and enhance productivity. In addition, we promote well-being initiatives that focus on em- ployees’ strong body and mind, reasonable support for family and society, and encouragement of financial disciplines. In response to the established Occupational Health & Safety (OHS) and Well-being Framework, in 2020, we built a holistic “More You” program, championed by well-being committee comprising human resources teams from all business groups. The purpose was to enhance employees’ well-being in order for them to deliver their best performances. The initiatives include providing discounted
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