Social Responsibility
Talent Management
Our Approach
At QL, we recognise that our employees are the cornerstone of our business growth and success. Our talent management practices revolve around creating and promoting a positive employee experience. We are dedicated to nurturing a workplace culture that prioritises employee well-being, satisfaction, and productivity. Our primary people-centric focus is to attract, develop, and retain a diverse, talented, and empowered workforce. We consistently invest in honing both individual and leadership skills. We strive to enhance employee engagement and foster meaningful interactions, ensuring our employees feel valued and supported.
Our Target
16 training hours for executives and 10 training hours for non-executives per year
FY2024 Performance
Average training hour of 29.70 per executive and average training hour of 21.21 per non-executive
FY2024 Highlights
Our Performance
| FY2022 | FY2023 | FY2024 | ||||||
| TALENT MANAGEMENT | ||||||||
| Board Diversity | ||||||||
| By Age Group | 40 to 50 | 2 | 15.4% | 2 | 15.4% | 2 | 18.2% | |
| Over 50 | 11 | 84.6% | 11 | 84.6% | 9 | 81.8% | ||
| By Gender | Male | 8 | 61.5% | 8 | 61.5% | 7 | 63.6% | |
| Female | 5 | 38.5% | 5 | 38.5% | 4 | 36.4% | ||
| By Ethnicity | Chinese | 12 | 92.3% | 12 | 92.3% | 10 | 90.9% | |
| Malay | 1 | 7.7% | 1 | 7.7% | 1 | 9.1% | ||
| Total Number of Directors on the Board | 13 | 13 | 11 | |||||
| Workforce Diversity | ||||||||
| By Gender Group and Employment Type ** | ||||||||
| Male | Permanent | 3,111 | 41.3% | 3,441 | 38.4% | 3,356 | 34.5% | |
| Contract | 1,235 | 16.4% | 2,015 | 22.5% | 2,492 | 25.7% | ||
| Female | Permanent | 2,785 | 37.0% | 2,516 | 25.6% | 2,752 | 28.3% | |
| Contract | 399 | 5.3% | 984 | 10.7% | 1,121 | 11.5% | ||
| By Gender Group and Nationality ** | ||||||||
| Male | Local | 2,947 | 39.1% | 3,448 | 38.5% | 3,770 | 38.7% | |
| Foreign | 1,399 | 18.6% | 2,008 | 22.4% | 2,077 | 21.4% | ||
| Female | Local | 2,727 | 36.2% | 2,965 | 33.1% | 3,254 | 33.5% | |
| Foreign | 457 | 6.1% | 531 | 6.0% | 620 | 6.4% | ||
| By Gender Group and Age ** | ||||||||
| Male | Over 50 | 298 | 4.0% | 317 | 3.5% | 327 | 3.4% | |
| 30 to 50 | 1,831 | 24.3% | 2,823 | 31.5% | 2,413 | 24.8% | ||
| Under 30 | 2,211 | 29.4% | 2,316 | 25.9% | 3,107 | 32.0% | ||
| Female | Over 50 | 152 | 2.0% | 170 | 1.9% | 169 | 1.7% | |
| 30 to 50 | 1,253 | 16.7% | 1,480 | 16.5% | 1,628 | 16.7% | ||
| Under 30 | 1,777 | 23.6% | 1,850 | 20.7% | 2,077 | 21.4% | ||
| By Gender Group and Job Category ** | ||||||||
| Male | Management | 162 | 2.2% | 183 | 2.0% | 211 | 2.2% | |
| Executive | 328 | 4.4% | 461 | 5.2% | 481 | 5.0% | ||
| Non-Executive | 3,856 | 51.2% | 4,812 | 53.7% | 5,155 | 53.0% | ||
| Female | Management | 130 | 1.7% | 166 | 1.9% | 197 | 2.0% | |
| Executive | 314 | 4.1% | 450 | 5.0% | 465 | 4.8% | ||
| Non-Executive | 2,740 | 36.4% | 2,884 | 32.2% | 3,212 | 33.0% | ||
| By Age Group and Job Category | ||||||||
| Management | Over 50 | - | - | - | - | 73 | 0.7% | |
| 30 to 50 | - | - | - | - | 312 | 3.2% | ||
| Under 30 | - | - | - | - | 23 | 0.2% | ||
| Executive | Over 50 | - | - | - | - | 38 | 0.4% | |
| 30 to 50 | - | - | - | - | 551 | 5.7% | ||
| Under 30 | - | - | - | - | 357 | 3.7% | ||
| Non-Executive | Over 50 | - | - | - | - | 385 | 4.0% | |
| 30 to 50 | - | - | - | - | 385 | 32.7% | ||
| Under 30 | - | - | - | - | 4,804 | 49.4% | ||
| Total Number of Employees | 7,530 | 8,956 | 9,721 | |||||
| Relative Pay by Gender | ||||||||
| Male | 1.00 | 0.99 | 0.99 | |||||
| Female | 1.00 | 1.01 | 1.02 | |||||
| New Hires | ||||||||
| By Gender | Male | 2,763 | 53.1% | 4,511 | 58.7% | 3,334 | 58.3% | |
| Female | 2,437 | 46.9% | 3,175 | 41.3% | 2,384 | 41.7% | ||
| By Age Group | Under 50 | 34 | 0.7% | 61 | 0.8% | 41 | 0.7% | |
| 50 to 59 | 921 | 17.7% | 1,991 | 25.9% | 1,196 | 20.9% | ||
| 60 to 69 | 4,245 | 81.6% | 5,634 | 73.3% | 4,481 | 78.4% | ||
| Total Number of New Hires | 5,200 | 7,686 | 5,718 | |||||
| Turn Over | ||||||||
| By Gender | Male | 2,408 | 53.1% | 3,316 | 54.9% | 3,093 | 59.9% | |
| Female | 2,125 | 46.9% | 2,727 | 45.1% | 2,069 | 40.1% | ||
| By Age Group | Under 50 | 151 | 3.3% | 106 | 1.8% | 93 | 1.8% | |
| 50 to 59 | 1,081 | 23.9% | 1,518 | 25.1% | 1,358 | 26.3% | ||
| 60 to 69 | 3,301 | 72.8% | 4,419 | 73.1% | 3,711 | 71.9% | ||
| By Job Category | Management | - | - | 44 | 0.7% | 304 | 5.9% | |
| Executive | - | - | 325 | 5.7% | 270 | 5.2% | ||
| Non-Executive | - | - | 5,674 | 93.9% | 4,588 | 88.9% | ||
| Total Number of Employees Resigned | 4,533 | 6,043 | 5,162 | |||||
| Return to Work after Parental Leave by Gender | ||||||||
| Male | 100.0% | 100.0% | 100.0% | |||||
| Female | 99.0% | 99.0% | 83.1% | |||||
| Retention Rate after Parental Leave by Gender | ||||||||
| Male | 97.0% | 92.0% | 85.5% | |||||
| Female | 71.0% | 84.0% | 65.4% | |||||
| Human Capital and Leadership Development | ||||||||
| By Gender | Male | Hours | 51,896 | 82,522 | 119,979 | |||
| Female | Hours | 54,595 | 96,515 | 90,924 | ||||
| By Job Level | Management | Hours | 2,482 | 5,343 | 11,276 | |||
| Executive | Hours | 7,580 | 16,511 | 24,981 | ||||
| Non-Executive | Hours | 96,429 | 157,183 | 174,646 | ||||
| Total Training Hours | Hours | 106,491 | 179,037 | 210,903 | ||||
| Total Training Cost | Hours | 608,203 | 1,079,596 | 1,269,875 | ||||
| Average Training Hours by Job Category | Executive and Above | Hours | 10.77 | 17.34 | 29.70 | |||
| Non-Executive | Hours | 14.62 | 20.42 | 21.21 | ||||
100%
operations conducted self assessment for compliance with regulations
View Our Talent Management Section in the Integrated Annual Report
Explore More Social Impact Stories
Caring for the Community
Making a Difference in the Lives of Our Communities and the Environment During the reporting year 2024, QL allocated RM939,546