Ongoing

34.2% global workforce are female as of 31 December 2024

Achieved in FYE2023

Achieved 54.5% female leadership in managerial positions as of 31 December 2024

Ongoing

74.1% local employment in the overall workforce as of  31 December 2024

Achieved zero incidence of discrimination or any violence in FYE2024

We are certified with ISO 45001:2018

Achieved zero incidence of fatalities in FYE2024

Some of the Group’s Human Resource Policies that are currently in place include:

These Policies are published on this website, under Investor Relations/Corporate Governance and are available in both English and Malay, for the accessibility and convenience of our employees. Crucially, in FYE2024, there were no incidences of non-compliance to labour laws and regulations that resulted in any fines, reprimands or penalties imposed by any regulatory authorities, both in Malaysia and overseas. At Hexcare, we honour and champion human rights simply because they embody key values in our society such as fairness, equality, dignity and respect values that immeasurably sustain humankind.

Communication of our expectations and codes of conduct with regards to these policies are carried out on all new recruits within their first week of employment. We encourage open active communication between employees and Management with regards to these policies.

Hexcare celebrates diversity and practice equality and inclusion in our hiring practices. We believe that a diverse workplace is an essential corporate asset that acknowledges a greater range of talent, perspectives and strengths of its workforce; this promotes greater productivity, fosters teamwork, improves collaboration and ultimately supports a company’s innovation, growth and sustainability. Hexcare complies with current laws on the minimum and standard wage levels that were set by the government in our recruitment process, and ensures that the ratio of basic salary and remuneration of women to men is 1:1 at all times.

The people pool at Hexcare has always been culturally diverse with a harmonious blend of nationalities, talents and age groups. As of 31 December 2024, the Group had a total headcount of 646, exclusive of seven local Spanish staff based at our subsidiary company  in. The senior Management of the Group is 100% Malaysian. All eligible full-time employees of Hexcare are also covered by applicable group-wide medical and health insurance policies.

Of this total of 646, 0% were contractors and/or temporary staff; all were full-time permanent staff of the Group. Contractors and/or temporary staff includes those on short-term work agreement contracts with the Group and whose services were terminated upon completion. Hexcare also repatriated 50 foreign workers who had completed their employment contract with the Group back to their home countries. The active recruitment rate and voluntary turnover rate for FYE2024 were 21.5.2% and 40.4% respectively; Employee movements during the year were as follows:

The Group has always strived ensure a higher proportion of local workers to foreign, and in FYE2024, this was no exception; 479 out of total 646 workers or 74.1% of the Group workforce are Malaysians. The categorization of the Group’s foreign workforce as at the end of FYE2024 consists of workers from Myanmar (71.9%), Nepal (27.5%) and Indoensia (0.6%) brought in to fulfil critical manual tasks at certain sections of the factory floor that require greater continuity and stability in terms of workers’ attendance and turnover. Staff in Spain accounted for 3.2% of the Group’s workforce. The deliberate decision to employ and retain foreign workers from only a few select countries was so that these foreign workers may foster better support networks, companionship and teamwork among themselves while employed by the Group. Hexcare targets to achieve at least 80.0% local employment in the overall workforce by the year 2030.

The majority of our Group’s workforce is relatively young and dynamic, with the highest proportion of employees in the 18–30 years age group. Sustainability for the Group is assured from a ready pool of willing, motivated learners, guided by the right balance of qualified experienced mentors

At Hexcare, equal employment opportunities also extend to persons with disabilities. The Persons with Disabilities Act 2008 in Malaysia provides that such persons shall have the right to access employment on an equal basis as persons without disabilities. Opportunities for employment provide persons with disabilities a safe environment to hone their skills, instill confidence and self-independence which would also encourage and inspire others in the community. The Group presently has in its employment three such persons, equivalent to 0.5% of our global staff count, who are attached to our Gloves Operation division. The Group has no qualms in offering more equal employment opportunities to persons with disabilities in the quest to support their livelihood and our local community should and if the need arises.

Training and Development

The Group has always been a strong advocate of employee training and development. These programs are held throughout the year and may be conducted in-house or off-site, virtual or physical. Continuous training and learning programs provide opportunities for employees to acquire new skill sets as well as improve their knowledge base, productivity, confidence and morale. In FYE2024, the Group invested approximately RM182,000 in various training programs, encompassing those that were both knowledge-based and skills-based, to address workforce competency gaps, skills upgrade and enrich professional development of our employees.  The Group recorded a total of 6,770 training hours in FYE2024, compared to 7,858 hours in FYE2023, reflecting a decrease due to reduced workforce in 2024. However, the average training hours per employee increased by 6.1% from 9.9 hours in FYE2023 to 10.5 hours in FYE2024.

Employees’ Welfare

Throughout the years, a number of employees from designated departments have also routinely undergone specific occupational health and safety checks such as audiometric tests, chemical exposure monitoring tests and other ad-hoc general health screenings provided by the Group:

Other than the standard health benefits accorded such as paid sick leaves, maternity and paternity leaves, health insurances and dental care, employees of the Group were also encouraged to adopt healthy lifestyles and work-life balances. The Management has actively supported fellowship and employee participation through the organization of various friendly sports competition and activities throughout the year. A total of four sport tournaments and friendly matches have gradually resumed and three such tournaments were held during the year, where workers from various divisions and departments within Hexcare engaged in teamwork, friendly competition and comraderies.

Actions Taken to Address Labour Issues

Actions Taken to Improve Workforce Diversity

Hexcare acknowledges that employees are our most valuable asset. We respect and protect human rights, and the Group has taken action to improve workforce diversity, equal opportunities, or reduce discrimination, believing that doing so will motivate our team to foster a healthy working environment conducive to optimal growth.

Giving Back To Society

In FYE2024, a total of RM45,000 in cash donations and non-monetary contributions-in-kind were made, which aided approximately 859 members of the community. In 2023 and 2024, our employees demonstrated their commitment to community service by actively volunteering their time at elderly care homes and children’s homes, as well as participating in blood donation drives. These contributions were distributed across the following focus areas: