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Employees are key to our business success and growth, and we are dedicated to maintaining an inclusive culture and workplace in which they can also thrive, personally and professionally. Simultaneously, creating value for local communities contributes to the reputation and positive image of the Company, leading to more trust and confidence from stakeholders. Our focus in this Pillar is employee diversity and development, human rights and labour practice, and community development.

Employee Diversity and Development

Diversity and Equal Opportunity
We provide equal treatment to all employees regardless of background, starting from recruiting new prospective employees, remuneration, training, and career path opportunities. With our policies, programs, and procedures, we maintain a culture that promotes respect, equality, and dignity across our Company and in each workplace. Throughout our Stores, Distribution Center, and Support Center, we expect Employees to exhibit our commitment to Diversity & Inclusion in their interactions with customers and fellow employees.

While Matahari has always been steadfast in its commitment to Diversity and Inclusion, we have made significant progress in advancing our efforts in recent years. We extended our “Diffable Friend Program”, providing job opportunities for people with disabilities/different abilities (diffable) across our operations. Some of our efforts to support our employees with disability include providing uniforms with special features to help them communicate with their friends and customers and appointing a buddy to accompany each Diffable Friend. In 2023, 12 new employees were part of this program.

Career and Capacity Development
We recognise that developing personnel is a prerequisite for business success and efficiency. We aspire to grow our people by continuously creating learning opportunities and experiences to reach their full potential. For that, we aim to develop a learning culture and embrace diverse voices and feedback.

  1. Training and development 

    We have a learning and development system named MILEA (Matahari Integrated Learning) that could be accessed by the employee as means for self-learning. The platform is developed based on an online learning where the learning materials are designed and compiled by the Company's internal subject matter experts.

    Other than that, we continue to explore ways to provide tailored career development, training, and experiences to our team members based on their needs. Our Training & Development Department manages the plan and assessment process of training results.

  2. Competencies development

    In enhancing our employees’ capacity and capability, we provide several competency development programs and skill training systems, including general training and competency development for specific levels of our employees. Staff competencies development courses cover basic training of cashiers and sales staff. For supervisors, we provide Problem Solving Decision Making (PSDM) training. Furthermore, the manager competencies development program covers topics such as understanding individual personality, creative thinking, business workshops, and media training.

  3. Career development program

    A structured and organized approach is designed to help employees enhance their skills, knowledge, and abilities to achieve their career goals and aspirations, as well as preparing potential talents as future leaders of the Company. Our career development program consists of:

    Assessment : Identifying and assessing individual’s current skills, strengths, and weaknesses to understand their development needs, and to align the competencies required for specific positions. It consists of a Personality Assessment, Cognitive Ability, and Panel Presentation.

    Development: Providing access to career development programs, mentoring & coaching, on-the-job training, performance feedback, evaluation, and manpower placement.

  4. Individual development program

    We have developed a personalised and structured program plan and implementation that outlines an individual’s professional development goals to facilitate individual’s growth and advancement within their current roles or in preparation for future responsibilities. Our individual development program includes assigning our selected employees to attend training sessions provided by third parties such as Corporate Governance Officer workshop, HR Manager Competency training, Gearing Up Self and Team training, Leading at The Speed of Trust training, Indonesia Corporate Culture Day event, and many more.

Human Rights and Labour Practice

Everyone should expect decent, meaningful jobs with fair compensation and benefits. In safe, secure workplaces free from discrimination and human rights violations, as well as the right to freedom of association. Matahari upholds Human Rights that apply universally and implements it in every aspect of our operations, including employee management and stakeholder engagement.

While Matahari has always been relentlessly committed to respecting human rights and complying with applicable regulations on labour practices, significant progress has been made in advancing the efforts in recent years. We have:

  • Provided a complaint channel where employees could report any form of discrimination, harassment, and any form of unpleasant physical, verbal, and mental treatment;
  • Committed to solving each complaint objectively and taking a firm stance by imposing sanctions ranging from written warning up to termination of employment status in accordance with Company Regulations;
  • Required all employees to sign a commitment to support the creation of a safe, comfortable, and respectful working environment;
  • Provided working opportunities to people with disabilities in a safe and friendly environment and to avoid any form of discrimination; and
  • Initiated the process to establish the Human Rights policy as the foundation of diversity & inclusion (D&I) practices within the Company.

We have also closely monitored to ensure no discrimination and child labour or forced/compulsory labour found across all regions and within our business partners. Zero child labour and forced/compulsory labour have been included as one of the criteria in assessing our suppliers to ensure there is no significant risk of child labour and forced/compulsory labour with our business partners. 

We have three pillars of the industrial relations platform for employees: the Matahari Family Association (IKM), the Bipartite Cooperation Institution (LKS), and the Matahari Cooperative. The company regulations are also prepared and discussed with employees through these three pillars.

Community Development

While Matahari’s business inherently minimise negative impacts on surrounding communities’ livelihoods, our core agenda remains to create shared value. Our primary focus is supporting the thriving of children from financially underprivileged backgrounds. We strive to realise this ambition by also inviting our customers to provide social, environmental, and educational assistance to children with the assistance of our partners.

Matahari believes education is highly important to elevate people’s lives and eradicate poverty. We are committed to creating an ecosystem where Indonesian children can grow healthily and feel comfortable about their future. In line with this ambition, Matahari contributed to providing literacy improvement and education programs for children in Indonesia, including Renovation of school libraries in different regions in collaboration with our partners, children’s clothing and footwear donation programs, garage sale for donation program, and other donations or programs in collaboration with customers and institutions.

Our community development programs are coordinated by a specific team in the Support Center, but the program implementation itself is distributed across various regions. With our partners’ help, we have identified a community development program by assessing the needs of targeted communities/beneficiaries across all regions. We are also utilizing existing communication channels such as Suara Matahari, social media, and email to collect complaints or requests from local communities.

To ensure that our community development programs positively impact the communities, we regularly monitor the amount of funds disbursed, the number of beneficiaries impacted, the location, and the type of assistance provided. 

Other social programs

  1. Employee Health and Safety

    We strongly emphasise creating a safe and healthy work environment for employees, which is managed by the dedicated Occupational Health and Safety (OHS) task force. The OHS task force is responsible for ensuring all OHS procedures, including providing socialisation and training for all employees. Employee well-being is prioritized through health facilities enrollment, including Labour Social Security, life insurance, and additional coverage for specific groups. Fire risk assessments are conducted at all premises, evaluating fire safety equipment readiness. Safety training initiatives, held quarterly in 2023, aim to educate employees about potential hazards, emergency procedures, and guidelines for maintaining a secure working environment, aligning with our commitment to employee welfare and safety.

  2. Supporting Local Workers and Suppliers 

    We actively contribute to community development by creating job opportunities for local workforce, promoting local suppliers, and supporting local economies. With outlets across cities in Indonesia, our presence positively impacts local economic growth, evidenced by the absorption of local workers and suppliers throughout our stores.

    In new store openings, Matahari generates around 50 to150 job opportunities and collaborates with local suppliers, reinvesting profits to fuel business growth and indirectly supporting local economic development. To further amplify our impact, we have collaborated with Micro, Small, and Medium Enterprises (MSMEs) in selected Matahari stores to promote and offer their products to our customers