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DiGi adheres to both local and international legal requirements relevant.
As a member of the Telenor group, DiGi participated in the group's global exercise in 2006 to put in place extensive compliance/control mechanisms that comply with global best practices such as the Sarbannes-Oxley Act. Although this is no longer a requirement following the group's decision to delist from NASDAQ, the same compliance/control mechanisms continue to operate within DiGi and is being improved upon continuously.

 

Anti-corruption Policy

DiGi has in place an Anti-Corruption Policy and Procedures, which covers the areas of bribery, gifts and business courtesies, events and arrangements, facilitation payment, use of middlemen, use of lobbyists and gifts and arrangements for public authorities. The employees are kept abreast through regular awareness sessions and open communications with the relevant departments. A dedicated Integrity Hotline and e-mail address are set up for employees to send any concerns or queries they may have. To date over 2000 employees are trained in our anti-corruption policy.

 

Fraud & Integrity

DiGizens as well as our business partners and dealers should have the highest standard of integrity, especially when they are acting on behalf of the company.

DiGi started an integrity programme for our employees in 2007. The programme aims to create awareness on our Anti Corruption Policy, Fraud & Compliance and Code of Conduct. The sessions were conducted for our employees in Klang Valley in December 2007 and further conducted in JB, Penang, Ipoh, Kuantan, Sabah and Sarawak from June to July 2008. An enhanced awareness programme focusing on whistleblower and anti corruption policy was conducted late 2008.

 

Code of Conduct

DiGi has a Code of Conduct, which strongly encourages & promotes integrity and compliance. This is signed by all employees as part of their employment contract. All employees are trained on the various aspects of the Code, and there is a strong internal compliance structure designed to help employees observe the Code (by acting as point of reference and owner of the Code), as well as to ensure compliance and handle non-compliance matters. Click here to view the details.

DiGi Code of Business Conduct is also incorporated as part of all Request for Proposals (RFPs) that include a list of social, ethical and environmental requirements that all vendors should abided by. Vendors are required to sign a compliance form to this effect, including new suppliers upon registration. Its effectiveness can be seen by a low level of non-compliance incidences, as well as rigorous pursuit of cases on non-compliance, even up to the point of getting the public law enforcement authorities involved in cases that warrant such actions.

 

Suppliers Code of Conduct

In 2008, DiGi further raised our Corporate Responsibility standards with a new Suppliers Code of Principles (SCP) which is a mandatory set of principles to be adhered to by all of DiGi's suppliers. This Code replaced the previous DiGi Code of Business Conduct which was only applicable to contracts exceeding RM500,000. Furthermore, the new Supplier includes an expanded scope of regulatory requirements covering Health, Safety, Security & Environment.



 

HSSE Policy

Another milestone activity was the Health Safety Security and Environment (HSSE) assessment that was undertaken on 44 selected suppliers to determine our key HSSE risk and appropriate mitigating measures.

Following this, DiGi revised our Health and Safety Policy to ensure that we continuously endeavor to provide a work place which is healthy, safe, secured and environmentally friendly. DiGi aims to create awareness that it is the responsibility for every employee to be compliant to the key principles of the health, safety, security, and environmental (HSSE) policy and in doing so maintain the highest standards of practice, across the company, for the benefit of the employees, and for the benefit of our customers, partners, and vendors.

What are the key principles of DiGi's HSSE?
  • Compliance Assurance. We will comply with applicable laws and regulations related to HSSE.
  • Continuous Improvement. We will establish and periodically review HSSE objectives and targets to improve the HSSE performance of our operations.
  • Pollution Prevention and Waste Minimization. We work towards conserving natural resources and reducing the environmental burden of waste generation and emissions to the air, water and land. We will strive in reducing, reusing and recycling materials in all operations.
  • Supply Chain Management. Establish relationships with business partners committed to responsible operations and will work together to operate in a manner consistent with our HSSE policy and standards. - Involvement and Accountability. We ensure that our employees have the awareness, skills, and resources to carry out their activities in a manner consistent with our HSSE policy and standards.
  • Climate Change. We will actively explore and implement internal solutions to reduce our own carbon footprint. Externally, we will activate innovative solutions to reduce our shared climate impact with our customers and other business partners.
 

Performance Data

 
  Initiative Objective Target Progress (2009)
1.1 Employee Code of Conduct (CoC)Anti Corruption Policy All employees to be aware of the CoC and its requirements 100% of employees and management annually Signed by all employees and board of directors 100% participation
1.2 Anti Corruption Policy Awareness and training programme for employees 100% of employees to be trained annually More than 2000 employees, including contract staff trained to date in workshops 93% participation
1.3 Integrity, Compliance and Whistleblower programs Awareness of all compliance programs Ensuring all employees are trained Nationwide training of employees. 100% of employees to be aware of :
*Integrity Hotline
*Speak Up program (Whistleblower) by 2010		 More than 1000 employees trained to date in workshops 50% participation

Workshops conducted in all 17 offices nationwide
1.4 Health, Safety, Security and Environment Awareness and implementation of HSSE compliant procedures 100% of employees to acknowledge policy. Implementation of HSSE measures to ensure compliance Compliance to ILO Guidelines for Occupational Safety and Health Management Systems

HSSE policy signed by all employees - 100%
• Conducted HSSE awareness week (temperature scanning, H1N1 talks, road safety, medical surveillance, CPR, fire evacuation drill)

Quarterly HSSE audits at buildings
• Working at Heights & fire mitigation training and certification
• HSSE detailed handbook developed specifically
1.5 Supplier Conduct Principles (SCP) All suppliers engaged by DiGi must comply with the SCP Systematic program to work with suppliers in a constructive and cooperative way to achieve responsible business conduct. 100% compliance of suppliers
• All suppliers aware of our SCP and Supply Chain Business Assurance SOPP Basic requirement to agree and sign before contracting with DiGi
• Conducted Self Assessment Questionnaire (SAQ) for 46 principal suppliers
• Regular Supply Chain, Health, Safety, Security, and Environment Assurance (HSSE-A) program with all suppliers to monitor and follow-up
1.6 Intellectual Property (IP) Management Policy To protect the intellectual property of DiGi Awareness of all affected levels of employees
• IP Management policy & procedure in place
• IP awareness session at D'House
1.7 CR Performance Review To drive long term shareholder value through increased accountability and transparency CR practices are inline with recognised (global) practices Engaged PriceWaterhouseCoopers in 2009 to conduct a CR performance review against GRI, ISO 14001 & GHG Protocols across the company with a view to continuously improve practices and to benchmark ourselves with other major telcos
1.8 Work Life Balance Empowering employees through the provision of flexible work arrangements Comprehensive choices for employees for alternative ways of work. Extended maternity leave benefits 1200 employees on Way of Work tool (utilising telecommunications to enable virtual working methods) and ongoing practices of Work@ and Flexi hours

53 mothers are on or have taken up the extended maternity benefit (since 2007). A significant number continue to utilize the nursing room facility at D'House
1.9 Training Provide training to develop employees Capacity building Total of 41,775 hrs in conferences & training - Training Investment = RM4,170,495
HRDF Contribution = RM750,265
HRDF Amount Claimed = RM1,339,418
1.10 Career & Development Provide & sponsor career and development plan (D'Plan) where staff aspirations meet DiGi's capability requirement For all employees to build a 3 year development plan to achieve their career aspirations D'Plan launched in mid 2009, more than 1,715 employees with complete appraisal dialogue and follow up with supervisors and more than 1,196 have an active written D'Plan to help them achieve their aspirations
1.11 Employee Engagement To actively seek input from employees to ensure a positive, rewarding corporate culture Annual Internal Value Creation (IVC) survey conducted by independent party Conducted IVC with 90% participation and review of responses and feedback from employees to actionable items including focus groups

In the last 5 years, the employee participation rate in the IVC has been at an average rate of 90%
1.12 Employment Diversity To employ Persons with Disabilities (PWD) as a source of talent Provide equal working opportunities and transition training and development 10 PWD‘s hired to date (from 2008) in Customer Service and Corporate Affairs
1.13 Gender Diversity To be an equal opportunity employer Maintain a reasonable level of diversity across gender and levels of staff Staff - M (55.9%), F (44.1%)
Management - M (66.7%), F (33.3%)
1.14 Racial Diversity To be an equal opportunity employer Ensuring no bias or preference is shown across racial lines
  Chinese Indian
Staff 45.5% 15.2%
Management 33.3% 11.1%

  Malay Others
Staff 4.5% 4.8%
Management 22.5% 33.1%
1.15 Internship Internship programme to provide practical learning experience and to encourage talent identification and development To obtain talented resources as well as opportunities to encourage employment DiGi took in a total of 46 interns. Internship durations ranging from 2 to 6 months in various divisions

DiGi hosted 3 trainees for a 6 month attachment to the Telenor Global Trainee Programme

Employees also participate in placement programs, where they are seconded to other companies within the Telenor group for 3-12 month periods
1.16 Excellent Customer Service (ECE)
• Employees to understand issues and solutions to Customer Service
• Maintain a high level of Customer Satisfaction Index
• Conduct awareness programmes for all employees
• Conducting ongoing training for Customer Service employees
• Conducted Customer Discovery workshops and a Customer Service Immersion Programme (4 weeks) for 100% of employees
• Customer Satisfaction Index sustained at above 80%
 

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