Opportunities Value Created for Employees Value Created for Us • A positive and engaging work environment that enhances motivation and overall satisfaction. • Opportunities for recognition and growth through targeted programmes that nurture talent and reward high performance. • Clear pathways for career development and upskilling, aligned with long-term professional goals. • Access to professional certifications that build expertise, credibility, and career advancement opportunities. • Empowerment through active involvement in decisionmaking, fostering ownership of career journeys and accountability in roles. • Meaningful work experiences that provide opportunities for impactful projects and collaboration across teams. • A supportive workplace culture with effective grievance mechanisms and transparent relationships between employees and management, ensuring trust and fairness. • Improved knowledge transfer and skill development by leveraging internal capabilities. • Enhanced well-being and engagement through wellness programmes and sustainabilitydriven leadership initiatives. • Development of sustainability proficiency through targeted education and training programmes. • Improved workforce adaptability to meet evolving demands through increased digital upskilling initiatives. • Alignment of personal development plans with our business priorities by refining existing frameworks. • Creation of a robust talent pipeline through strategic programmes like ACCEND and YLP. • Preparation of emerging leaders for senior roles through Talent Council oversight and succession planning initiatives. • Strengthened collaboration across the bank by fostering a mindset that views talent as a shared resource. • Enhanced industrial relations through proactive union engagement and streamlined policies, maintaining harmony and trust. • Increased organisational sustainability by cultivating a workforce skilled in sustainability practices. • Boosted employee engagement and retention, ensuring stability and continuity in achieving our business objectives. • Establishing a psychologically safe workplace where employees can share ideas and feedback without fear of rejection or retribution. • Embedding holistic well-being into our policies and enhancing the Bank Islam Live Well Programme to promote physical, emotional, mental, spiritual, and financial wellness. • Realigning our Future Skill Pathway with the new Future Skill Framework for Financial Institutions to develop focused learning plans and digital upskilling initiatives. • Implementing development programmes like the Accelerated Talent Development Programme (ACCEND), YLP, and tiered development programmes for emerging leaders to prepare talent for future roles. • Establishing a Talent Council to oversee the bank’s talent and succession planning agenda, ensuring alignment with workforce needs. • Fostering a culture of sustainability by promoting eco-friendly practices, integrating sustainability into operations, and supporting employee well-being through flexible arrangements and green initiatives. • Rolling out a sustainability learning framework, starting with in-house training for client-facing roles such as relationship managers and credit analysts. • Strengthening engagement with unions by conducting quarterly group discussions, fostering open conversations about employee concerns and suggestions for improvements. Our Response and Business Initiatives Material Matters: EHS TD DEI Capitals: HU IN UNSDGs: Link to: 37 w w w . b a n k i s l a m. c o m 01 02 03 VALUE CREATION AT BANK ISLAM 04 05 06 07 08 09
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