Talent Development and Inclusion
UOB Indonesia is committed to attracting and retaining talent with the right skill sets and values to uphold a customer-centric and future-focused culture. We foster a diverse, inclusive, and progressive workplace while supporting employees in their professional and personal growth.
Our Approach
At UOB Indonesia, our employees are the foundation of our sustained success and performance. We are guided by The UOB Way, our unique culture that defines our purpose, values, and commitment to employee wellbeing. This culture is rooted in our people philosophy of care, growth, and trust, which every employee is encouraged to embody while adhering to the UOB Indonesia Code of Conduct.
Under our Human Resources Policy, UOB Indonesia is committed to:
- Creating an inclusive workplace where every person feels valued, heard, and empowered.
- Providing equal access to opportunities for growth, leadership, and internal mobility.
- Practicing non-discriminatory hiring, with every hiring decision based on merit, skills, and suitability for the role, aligned with business priorities, job requirements, and qualifications.
- Supporting fulfilling career journeys and personal development.
- Enhancing talent development and internal mobility.
- Engaging young talent.
We track the effectiveness of our initiatives through employee engagement surveys, conducted annually on employees’ work anniversaries. This ongoing approach allows us to gather holistic insights for prompt issue resolution.
Equal Opportunity
Remuneration and Benefits for Colleagues
Remuneration is a key element of maintaining human resources as well as increasing UOBI's competitiveness amidst the dynamic business needs and competition. UOBI provides attractive, effective and competitive remuneration, which is expected to motivate employees and support our long-term goals.
The remuneration given has taken into account UOBI's condition and similar industries as well as applicable labor regulations and regulations. UOBI’s employees all over the country receive remuneration above the Provincial Minimum Wage (UMP) Standard which is used as a reference for the minimum number of decent living needs in each region of Indonesia in accordance with the Ministry of Manpower and Transmigration regulation Number 7 of 2013 concerning the Minimum Wage.
We do not differentiate remuneration based on gender. The assessment of the remuneration amount is solely determined by the capacity and performance of each employee.
Employee Benefits
In addition to basic salary, UOBI also provides other benefits to support work- life balance and employee welfare. We provide health insurance and life insurance, BPJS Ketenagakerjaan, BPJS Kesehatan, and if eligible, an employee can be enrolled in the DPLK pension programme which is managed independently by the government.
Other additional benefits are set forth in the Collective Labour Agreement (PKB) and policies regarding employee welfare, including employee welfare facilities (KPR, KMG, KKB), annual leave, maternity leave, and parental leave.
UOBI also provides opportunities through various development programs such as international and domestic assignments, scholarships, and leadership training activities.
Pension Policy
UOBI provides a defined contribution plan as well as procedures to record estimated liability benefits for severance pay, years of service gratuity, and compensation for employees to cover possible shortages and deficiencies. The approach is in alignment with the Law No. 13 of 2003 regarding Manpower, Job Creation Law and our labour agreements.
The composition calculation of pension plan dues depends on a set of assumptions used by independent actuaries and by our management, including discount rates, annual salary increase rates, annual employee turnover rates, disability rates, retirement age and mortality rates.
As of December 31, 2024, estimated employee benefits and liabilities was recorded based on the actuarial valuations conducted by an independent actuary Kantor Konsultan Aktuaria Santhi Devi dan Ardianto Handoyo, and Kantor Konsultan Aktuaria Steven & Mourits. In addition, UOBI also participates in a pension plan organised by Badan Penyelenggara Jaminan Sosial (BPJS) - Pension Security Programme in accordance with regulations.
Freedom of Association and Collective Bargaining
Collective Labour Agreement
UOBI acknowledges that our employees are valuable assets that needs to be cared for. In order to maintain a harmonious relationship, we allow employees the freedom to gather, form associations, and express opinions. UOBI and employees have a Collective Labour Agreement (CLA) as a means to maintain harmonious industrial relations.
The CLA regulates every rights and obligation of each employee and employer which has been adapted to the applicable laws. All UOBI’s employees have understood and signed the CLA.
Labour Complaint Mechanism
In principle, we try to solve work problems amicably. Based on the existing CLA, every employee is allowed to submit grievants about the unpleasant treatment he/she has received. The grievances are submitted in written and addressed to the direct supervisor concerned. In addition, they can also seek union advocacy to help resolve issues internally.
Training and Development
Employee Improvement Programme
At UOB, employees are encouraged to explore their potential through reskilling and upskilling programmes, equipping them with the competencies needed to excel in value-adding roles or those likely to be replaced by technology.
Throughout 2024, the bank has invested in and delivered training opportunities to our colleagues.
Employee Engagement Survey (EES)
In 2024, we have conducted performance assessments for all employees.
We regularly survey our people to improve their sense of belonging to UOBI. As an outcome of previous surveys, various engagement programmes have been implemented. In 2024, our engagement score stands at 89%.
Review of Policy and Performance Effectiveness
We consider that the policy to attract, develop and maintain talent has been running well. The remuneration, benefits, training and development we provide have delivered a positive impact on employees and UOBI’s development. This is reflected in the employee engagement survey results.
We continuously evaluate and adapt to future developments and challenges to ensure our business growth in the long-term.
Diversity & Inclusion
We are committed to fostering a safe, nurturing, and inclusive workplace where all employees are treated with respect. We uphold internationally accepted human rights principles and Indonesian regulations, ensuring a work environment free from discrimination. We believe that diversity and equal opportunities enhance employee development, productivity, and engagement
We also established a Code of Conduct to communicate to employees the standards of professional and ethical behavior expected, as well as the practices that constitute poor behavior.
Review of Policy and Performance Effectiveness
In 2024, we do not receive any complaints or incidents related to discriminatory acts.
We also mandate compulsory training on Code of Conduct to ensure all UOB employees are fully aware of the standards and ethical behavior expected of them. As of December 2024, all new employees have attended the series of training, while existing employees is mandated to attend annual refresher course.
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