Social Responsibility
Talent Management
Talent management is a key enabler of QL’s long-term growth, operational resilience and sustainable value creation across our diverse business pillars. A capable, engaged and future-ready workforce enhances productivity, supports innovation and strengthen our ability to adapt to evolving business and industry demands.
At the same time, effective talent strategies mitigate workforce-related risks, including skills gaps, high turnover and leadership succession challenges, while reinforcing service quality and operational continuity across all business pillars.
By investing in continuous capability development, leadership pipeline building and a positive employee experience, we foster a resilient, high-performing workforce that strengthens organisational culture, supports responsible business practices and enables sustainable outcomes for employees, shareholders and broader stakeholders.
We focus on attracting, developing and retaining talent through structured training, leadership development and inclusive workforce practices. Performance management and career development processes are used to build skills and support progression. Employee engagement is monitored to identify areas for improvement. These efforts help maintain a capable and motivated workforce.
Our Target
FY2026 Performance
An average of 33.98 training hours per executive and 26.53 training hours per non-executive were recorded”
FY2026 Highlights
| Indicator | FY2024 | FY2025 | FY2026 | |||||
| Number | Percentage | Number | Percentage | Number | Percentage | |||
| Board Diversity | ||||||||
| By Age Group | Under 50 | 2 | 18.2% | 1 | 10.0% | 1 | 10.0% | |
| 50 to 59 | 1 | 9.1% | 2 | 20.0% | 2 | 20.0% | ||
| 60 to 69 | 6 | 54.5% | 5 | 50.0% | 3 | 30.0% | ||
| 70 and above | 2 | 18.2% | 2 | 20.0% | 4 | 40.0% | ||
| By Gender | Male | 7 | 63.6% | 7 | 70.0% | 7 | 70.0% | |
| Female | 4 | 36.4% | 3 | 30.0% | 3 | 30.0% | ||
| Total Number of Directors on the Board | 11 | 10 | 10 | |||||
| Indicator | FY2024 | FY2025 | FY2026 | |||||
| Number | Percentage | Number | Percentage | Number | Percentage | |||
| Workforce Diversity | ||||||||
| By Gender Group and Employment Type | ||||||||
| Male | Permanent | 3,356 | 34.5% | 3,639 | 35.5% | 4,160 | 40.0% | |
| Contract | 2,492 | 25.7% | 2,667 | 26.1% | 2,281 | 21.9% | ||
| Female | Permanent | 2,752 | 28.3% | 2,913 | 28.5% | 3,368 | 32.5% | |
| Contract | 1,121 | 11.5% | 1,014 | 9.9% | 586 | 5.6% | ||
| By Gender Group and Nationality | ||||||||
| Male | Local | 3,770 | 38.7% | 3,795 | 37.0% | 3,993 | 38.4% | |
| Foreign | 2,077 | 21.4% | 2,511 | 24.6% | 2,448 | 23.6% | ||
| Female | Local | 3,254 | 33.5% | 3,295 | 32.2% | 3,378 | 32.5% | |
| Foreign | 620 | 6.4% | 632 | 6.2% | 576 | 5.5% | ||
| By Gender Group and Age | ||||||||
| Male | Over 50 | 327 | 3.4% | 362 | 3.5% | 378 | 3.6% | |
| 30 to 50 | 2,413 | 24.8% | 2,845 | 27.8% | 3,004 | 28.9% | ||
| Under 30 | 3,107 | 32.0% | 3,099 | 30.3% | 3,059 | 29.5% | ||
| Female | Over 50 | 169 | 1.7% | 159 | 1.6% | 165 | 1.6% | |
| 30 to 50 | 1,628 | 16.7% | 1,741 | 17.0% | 1,809 | 17.4% | ||
| Under 30 | 2,077 | 21.4% | 2,027 | 19.8% | 1,980 | 19.0% | ||
| By Gender Group and Job Category | ||||||||
| Male | Management | 211 | 2.2% | 238 | 2.3% | 279 | 2.7% | |
| Executive | 481 | 5.0% | 541 | 5.3% | 602 | 5.8% | ||
| Non-Executive | 5,155 | 53.0% | 5,527 | 54.0% | 5,560 | 53.5% | ||
| Female | Management | 197 | 2.0% | 213 | 2.1% | 243 | 2.3% | |
| Executive | 465 | 4.8% | 533 | 5.2% | 609 | 5.9% | ||
| Non-Executive | 3,212 | 33.0% | 3,181 | 31.1% | 870 | 8.3% | ||
| Total Number of Employees | 9,721 | 10,233 | 10,395 | |||||
| New Hires | ||||||||
| By Gender | Male | 3,334 | 58.3% | 3,759 | 61.0% | 3,102 | 57.4% | |
| Female | 2,384 | 41.7% | 2,404 | 39.0% | 2,306 | 42.6% | ||
| By Age Group | Under 50 | 41 | 0.7% | 104 | 1.7% | 68 | 1.2% | |
| 30 to 50 | 1,196 | 20.9% | 1,622 | 26.3% | 1,226 | 22.7% | ||
| Under 30 | 4,481 | 78.4% | 4,437 | 72.0% | 4,114 | 76.1% | ||
| Total Number of New Hires | 5,718 | 6,163 | 5,408 | |||||
| Turn Over | ||||||||
| By Gender | Male | 3,093 | 59.9% | 3,146 | 58.8% | 3,054 | 56.5% | |
| Female | 2,727 | 45.1% | 2,069 | 40.1% | 2,353 | 43.5% | ||
| By Age Group | Over 50 | 93 | 1.8% | 93 | 1.7% | 130 | 2.4% | |
| 30 to 50 | 1,358 | 26.3% | 1,374 | 25.7% | 1,493 | 27.6% | ||
| Under 30 | 3,711 | 71.9% | 3,882 | 72.6% | 3,784 | 70.0% | ||
| By Job Category | Management | 304 | 5.9% | 58 | 1.1% | 74 | 1.4% | |
| Executive | 270 | 5.2% | 235 | 4.4% | 280 | 5.2% | ||
| Non-Executive | 4,588 | 88.9% | 5,056 | 94.5% | 5,053 | 93.4% | ||
| Total Number of Employees Resigned | 5,162 | 5,349 | 5,407 | |||||
| Relative Pay by Gender | ||||||||
| Male | 0.99 | 0.99 | 1.00 | |||||
| Female | 1.02 | 1.01 | 1.00 | |||||
| Return to Work After Parental Leave by Gender | ||||||||
| Male | 100.0% | 93.8% | 92.3% | |||||
| Female | 83.1% | 93.7% | 77.4% | |||||
| Retention Rate After Parental Leave by Gender | ||||||||
| Male | 85.5% | 66.4% | 83.9% | |||||
| Female | 65.4% | 39.3% | 79.3% | |||||
| Indicator | Unit of Measurement | FY2024 | FY2025 | FY2026 | ||||
| Human Capital and Leadership Development | ||||||||
| By Gender | Male | Hours | 119,979 | 125,171 | 156,911 | |||
| Female | Hours | 90,924 | 103,618 | 92,508 | ||||
| By Job Level | Management | Hours | 11,276 | 13,862 | 23,350 | |||
| Executive | Hours | 24,981 | 24,213 | 35,540 | ||||
| Non-Executive | Hours | 174,646 | 190,714 | 229,797 | ||||
| Total Training Hours | Hours | 210,903 | 228,789 | 288,687 | ||||
| Total Training Cost | RM | 1,269,875 | 1,579,204 | 2,396,210 | ||||
| Average Training Hours by Job Category | Executive and Above | Hours | 29.70 | 24.97 | 33.98 | |||
| Non-Executive | Hours | 21.21 | 21.90 | 26.53 | ||||
| Average Training Hours Per Employee | Hours | 21.70 | 22.36 | 27.77 | ||||
| Number of Employees Trained on Human Rights | Number | 1,791 | 4,785 | 2,669 | ||||
100%
operations conducted self assessment for compliance with regulations
Explore More Social Impact Stories
Caring for the Community
Positive Impact Through Community Engagement and Environmental Responsibility During FY2026, QL channelled RM900,873 into community initiatives, benefiting approximately 4,670 beneficiaries.