Currently, our hospitals have a total combination of 407  beds. We target to increase the number of beds to 1,000  by 2022 via either the construction of new hospitals or  acquisition. Plans are also underway to enhance our existing healthcare facilities to include Cardiac Care, Eye Centre and  Tertiary Care. We expect to deploy these services in phases  between 2020 and 2022.

TDM contributes 2% of its consolidated annual net profit  after taxation, minority interest and dividend payments to  approved organisations in Terengganu that support social  causes, sports and economic development.

A free community-based health screening programme has  been designed to identify and educate individuals on the  increased risk of chronic diseases. The screening effort,  organised by our hospitals, targets risk factors for the  presence of common chronic diseases, which include obesity,  hypertension, diabetes and cardiovascular disease. It aims to  raise awareness early, when appropriate intervention may  delay or prevent disease progression and related health  complications. Local multimedia promotional efforts based  on successful social marketing techniques target people at  risk and motivate them to participate in screening events.  The screenings are held in public areas and social centres.

]]> https://sustainability.tdmberhad.com.my/social/philanthropy-towards-better-public-health-2/feed/ 0 https://sustainability.tdmberhad.com.my/overview/assurance-to-our-practices/ https://sustainability.tdmberhad.com.my/overview/assurance-to-our-practices/#comments Sun, 26 May 2019 02:10:33 +0000 http://sustainability.tdmberhad.com.my/?p=3139 Continue Reading]]> ASSURANCE TO OUR PRACTICES

Certified Sustainable Palm Oil (CSPO) and Certified Sustainable Palm Kernel (CSPK) are products that originate from oil palm  plantations which have been independently audited and certified against the Roundtable on Sustainable Palm Oil (RSPO)  and Malaysian Sustainable Palm Oil (MSPO) Standards. Such assurance will help to elevate penetration especially into the  European Union and other international markets.

We have formalised an Occupational Safety and Health  (OSH) policy in 2017 in view of providing a safe and healthy  working environment for all our employees and workers. The  policy applies to employees from all levels of the company,  be it local employees or foreign workers. We adhere to all  statutory requirements, relevant standards, guidelines and  code of practice pertaining to human rights, safety and  health.

SAFETY AND HEALTH COMMITTEE, TDM BERHAD

SAFETY AND HEALTH COMMITTEE PLANTATION  DIVISION

As prescribed in our OSH Policy, new workers and employees  are required to undergo safety and health training at their  respective plantation areas. The training is conducted by  the Safety and Health Officer (SHO) or appointed OSH  coordinator in estates and mills.

There were zero fatalities reported in 2018 at our plantations  neither were there any injuries recorded for both our  contractors and employees.

In the case of accidents for 2018, all operating units  reported to the SHO for OSH related activities as well as  OSH compliance for TDM Plantation. The SHO collects  and compiles accident and injury statistics, and activities  related to OSH on a monthly basis and presents it to our top  management.

Mitigation measures are in place to reduce incidents and  accident rates within our plantation and mills. These include:

• Daily toolbox meetings/safety briefings to workers before commencement of work;
• Every Tuesday is Safety Day where briefings are held by management to all workers on safety and other work- related issues. This is a two-way engagement where   workers can put forward their grievances or problems  with the management team;
• The Operations Unit conducts periodical training sessions for workers focusing on SOPs, OSH and Sustainability;
• Safety and warning signages are regularly updated; and
• The SHO conducts an annual Compliance and Sustainability Audit for all operating units to ensure compliance with all regulatory requirements and TDM’s  OSH Policy.

Safety and Health – Healthcare Division

The healthcare industry is rapidly progressing in demonstrating the best  practices which emphasises quality and safety of service delivery to patients  and their families. However, the drivers of quality and safe service are the  effective management of safety and health of all workers and personnel at  the workplace.

The Management of KMI and all hospitals under its purview are committed  in ensuring HSE is top priority. Numerous efforts are taken to ensure a  healthy and safe environment for the employees, patients, visitors and other  stakeholders which include potential customers. We take a proactive stance  in ensuring safety at the workplace to prevent incidents and accidents.

The HSE Policy is part of KMI’s Governance Policies which set a clear  direction for KMI hospitals to adhere to in ensuring all aspects of HSE are  fully integrated.

Several committees have been set up such as the OSH Committee, which  is headed by the OSH Officer, Radiation Committee, Infection Control  Committee, Emergency and Disaster Preparedness Committee and Risk  Management Committee. These committees ensure that all programmes and  plans are implemented and monitored.

All these policies complement the  HSE policy to address all aspects of safety and health at KMI hospitals.

In addition to HSE in the Healthcare Division, the Infection  Control Programme for all hospitals are in place and our  dedicated infection control nurses (ICN) actively monitor  blood screening and vaccination status of high risk health  care workers. Hand hygiene awareness and surveillances  are conducted periodically to ensure compliance to hand  hygiene which helps to reduce the risk of transmission of  organisms.

All employees have their obligation and rights to ensure they  are operating in a safe and healthy workplace. Employees  who work in high risk areas are required to comply strictly  to all policies, procedures and work instructions to prevent  any untoward incidents. Employees are provided with  appropriate Personal Protective Equipment (PPE) while  performing their duties at high-risk areas while at the  radiology department, all employees are monitored on the  radiation exposure status yearly.

Continuous training and awareness related to HSE are  conducted by qualified persons to enhance our employees’  knowledge and understanding safety at the workplace. Risk  Management; Property, Plant and Equipment; Management  of Emergent and Reemergent Infectious Diseases;  Management of Incidents and Accidents at the Workplace;  and fire drills are among the regular training programmes  which are conducted regularly for our employees.

Corrective maintenance, planned preventive maintenance  and predictive maintenance are conducted at all KMI  hospitals to ensure the overall safety of our employees,  patients and visitors.

All hospitals continuously collect data and monitor incidents  (Clinical & Non-Clinical). Occupational related injuries and  analyses are done accordingly to ensure corrective and  preventive measures can be undertaken, and best practices  are then identified and implemented accordingly.

Apart from the HSE Policies and activities, KMI Hospitals  also embarked on Patients Safety Goals, and Health, Safety  and Environment Audit and Risk Monitoring which are  benchmarked against Hazard Identification, Risk Assessment  and Control Procedure (HIRAC) and Chemical Health Risk  Assessment (CHRA) to eradicate common risks and improve  safety in delivering care to our patients.

Akademi TDM was launched in August 2017 to conduct  specialised training programmes to meet the needs of  the Group and also, potentially, private entities across  Terengganu which include smallholders and other parties  involved in oil palm plantation. Training is conducted by either  internal and external trainers.

Orientation and induction training sessions are conducted  by either the Estate Manager or Assistant Manager, as well  as the estate’s personnel in charge of Safety, Health and  Environment with the assistance of an interpreter where  applicable. Training material is currently available in English  and Malay.

Capability building includes best practice training for  agriculture, environmental management, peat management,  health and safety, and fire prevention techniques. Trainings  are generally delivered by the Training Department and  Human Resource departments throughout the Group’s  operations.

In 2018, TDM Berhad and TDM Plantation Sdn. Bhd. invested  a total of RM73,583 as compared with RM211,092 in 2017  for employee training and development programmes.  Cost has been drastically reduced since the inception of  Akademi TDM in 2017 and in-house training has been in full  gear.

We recognise the vital role of training and development  in nurturing engaged employees. The Group encourages  its employees’ desire for self-improvement and ensures all  training courses and investments in education are founded  on clearly identified business needs and objectives at all  employment levels.

These objectives are matched with job requirements which  are then weighed against carefully developed performance  criteria. This approach ensures that all training is optimally  configured and implemented to maximise the benefits to  both the employee and the Group. Various programmes  were organised throughout the year to upgrade the core  competencies of our people while creating a talent pool  for succession planning. The various programmes include  training in technical, management, communication,  administration and other soft skills.

We ensure our employees have access to continuous  training and development opportunities, as stated in our  Company Policy where each employee is to undergo at  least two man days of training per year, as well as making  training part of their KPI performance evaluation. These  training programmes cover areas such as customer service,  fire safety, financial management and corporate culture,  which are either conducted internally or through external  moderators.

In addition to this, we provide capital development  opportunities for our employees as well as our vendors to  grow and develop.

Training and Development Programmes

Through the T-GTP, four local graduates from universities in  Malaysia were assigned to various departments within TDM  Group during the reporting year.

We are committed to maintain a workplace and  environment, which is free of harassment in any form, which  includes ethnicity, religion, gender identity, national origin,  ancestry, non-disqualifying physical or mental disability or  marital status. All employees have the right to work in an  environment, which is free of any form of discrimination and  conduct, which could be considered harassing, coercive or  disruptive and this includes sexual harassment.

The Group will not tolerate violations of the human rights  principles and will address in a fair, effective and consultative  manner for any grievances or complaints. The Group’s  guidelines and grievance procedures to handle social  related issues are stated in the Whistleblowing Policy. The  grievance procedures provide a non-discriminatory and  fair treatment framework for all stakeholders involved.

Anonymous whistleblowing channels are also available to  enable employees and other third parties to report actual  or suspected misconducts without the fear of repercussions.

In 2018, there were no records of complaints or grievances  from employees.

The Group is committed to protect the rights of its employees and treating them with dignity and respect in line with all relevant  legal requirements and regulations and in accordance with the Universal Declaration of Human Rights. The Group’s commitment  is reflected in its Social and Humanity Policy as well as the No Deforestation, No Peat, No Exploitation (NDPE) Policy, which  uphold the following principles:

The policy is stated in the Employee Handbook  which has been communicated to all employees in  Malay and English. The Group strives to ensure its  employees to adhere to this policy.

There were no incidents of discrimination or child  labour reported for FY 2018.

Recreational and sporting activities are organised within the Group to ensure a healthy and positive workforce. This also helps  to reinforce team spirit among all employees. Employee involvement in sports and recreational activities are under the purview  of the sports and recreational club, Kelab Sukan dan Kebajikan TDM, which was established exclusively for our employees. The  club promotes strong social ties with the surrounding communities by organising various activities and programmes involving its  members as well as government and non-governmental organisations.

TDM’s Hari Raya Gathering and the Annual Performance Awards event are two popular events which promote positive interactions  in an informal setting. While the Hari Raya Gathering encourages our employees to get their family members involved in social  activities, the Annual Performance Awards event validates employees through recognising their achievements via employee  awards, connects leadership with employees, boosts company morale and strengthens ties among employees from different  departments.

TDM welcomes a diverse workforce spanning a spectrum of  different cultures, ethnic backgrounds, genders and ages.  At the same time, we respect and welcome the distinct  attributes of every individual within our workforce. This is in  line with our Gender and Diversity Policy.

Our corporate culture embraces the diversity of people  in our organisation and promotes a conducive workplace  and environment, which is free of harassment in any form,  including, ethnicity, religion, gender, national origin,  ancestry, non-disqualifying physical or mental, disability,  marital status, sexual orientation or gender identity.

As at 31 December 2018, the Group has a total  workforce of 4,403 people. From the total workforce,  32% were women and 68% were male employees. In  the Plantation Division, 15% were women and 85%  were male employees while in the Healthcare Division,  73% were women and 27% were male employees.

The Group actively encourages women to excel in both  Divisions. However, the plantation sector is traditionally a  male dominated industry due to the heavy physical nature  of the tasks involved.

57% of workers employed in the Plantation Division were  mostly foreign labour from Bangladesh and Indonesia.

Nevertheless, to prevent workplace discrimination amongst  women in the plantation industry, TDM has set up a gender  committee at the estate level where women are encouraged  to participate as committee members.

Notwithstanding this, we have female talents in the  management team, which were mainly involved in  administrative activities. In the Healthcare Division, women  were mostly engaged in nursing and administrative duties.  Day care centres and kindergartens were also available in  operating units to support the Group’s female employees  and their children.

There were no disabled employees under our employment  within the reporting period.

For TDM’s Board of Directors’ demography, please refer to  the Corporate Governance Statement on pages 129 to 147.