The pandemic created new challenges for companies, especially in developing attractive pedagogical strategies in providing training to employees. Social restrictions in the pandemic era reduce the opportunity for employees to undergo the educational process in-person. Nevertheless, BRI continues to be committed to adapting so that the employee capacity development program can continue to run optimally. One way is by organizing webinars and building an online learning system (e-learning). Currently, various training materials such as the implementation of Good Corporate Governance, gratification and bribery control, as well as training on the principles of sustainable finance have begun to be given to employees online. 100% of employees have received training and regular performance and career development assessments. Training is provided to employees internally and in collaboration with external parties.

Trend of Employee Engagement Index

BRI realized that employees were an important asset in supporting the achievement of quality and sustainable growth in the company’s performance. Therefore, BRI was committed to maintaining a conducive work environment, one of which was by measuring the level of employee engagement with the company through the Employee Engagement Survey (EES). Apart from being a means of measuring the level of employee engagement, EES was also a medium to capture aspirations for improving human capital management. Employee Engagement Survey (EES) is a survey participated by all employees, which indicates the attitude, behaviour, and relationship between employees, their work, and the Bank. The Engagement Index showed the level of employee engagement and commitment to Bank BRI as measured by the average employee rating from a scale of 1-4. which employees were proud to be part of the company, the desire of workers to remain part of the company for a certain period of time, and the persistence of workers to strive to provide the best for the company).

BRI’s Employee Engagement Framework measures the quality of the following aspects:

• Understanding of company’s vision, mission, purpose, and strategy and its relation to employees’ motivation
• Leadership credibility
• Internal communication and collaboration
• Employee well-being:
  • Employee empowerment
  • Safe and comfortable workplace,
  • Learning and Growth opportunity,
  • Fair compensation and benefit,
  • Attention, recognition and appreciation
  • Work-life balance,
• Overall Job Satisfaction

Since 2018, BRI’s Engagement Index increased. The survey results showed that in 2022 the employee engagement index at BRI increased, from 3.46 from a scale of 4 in 2021 to 3.48 from a scale of 4 in 2022 with the percentage of engaged employees at 92%.

Employee Turnover Rate

One of the goals of recruiting new employees is to replace employees who leave the Company. BRI employees’ satisfaction level with BRI’s Human Capital management is hinted by the turnover rate. In 2022, the turnover rate was 1.02%, lower than the previous year’s rate of 1.84%. This figure indicates that BRI has achieved positive results and improved its ability to retain its workforce compared to the previous year. BRI has made various efforts to maintain the turnover rate, such as providing competitive compensation compared to the industry, benefits that provide a sense of security and comfort in the workplace, a motivating career path, and a conducive work environment. Creating a safe, comfortable, and conducive work environment has always been BRI’s priority.

Moreover, BRI also give rights to leave and absence for employees, and still give financial rights for employees, as mentioned in points of agreement in the PKB and pedoman kepegawaian (personnel guidelines). The types leave that employees can apply for are annual leave, holiday leave, menstrual leave, parental leave, miscarriage leave, and special duty leave. Meanwhile, the types of absenteeism permits that can be granted by BRI under certain conditions include: marriage, marriages of children, births of children, circumcision of registered children, death of immediate family members, and so on.

Regarding the right to parental leave, BRI gives rights to female employees who will give birth as well as male employees whose spouses are about to give birth.

BRI successfully created a comfort working environment so the employee absence level in 2022 is only 2.44% from total number of employees.

Occupational Health & Safety Policy

PT Bank Rakyat Indonesia (Persero) Tbk commits to continuously improving Occupational Safety and Health (OHS) in its business activities to increase employee productivity and to create a safe and healthy work environment. BRI regulates the OHS implementation and policies through The Circular Letter of The Board of Directors No. SE.110-DIR/MOP/12/2019 which updated by through The Circular Letter of The Board of Directors No. SE.24-DIR/ORD/04/2022, and The Letter of Standard Operating Procedure No. SO.35-ORD/06/2022. In summary, these policies cover the following matters:

1. The policy is formulated by referring to applicable government regulations and standards set by the Company, namely ISO 45001:2018 Occupational Health and Safety Management System.
2. The policy applies to BRI Employees and Non-Employees (Building Management and Vendors) within BRI Working Environment.
3. This policy aims to take preventive and control measures against the risks of the Company's operational activities, to protect or prevent work accidents and occupational diseases to all interested parties of the Company, including in the process of company goods and services procurement based on Occupational Health and Safety (OHS).
4. The OHS Management System (SMK3) coordination structure consists of:
   1. Occupational Safety and Health Committee (P2K3)
   2. Emergency Response Team
   
   P2K3 is formed based on the policy of the legislation and ratified by the Manpower Office. P2K3 membership consists of elements of management and workers.
5. BRI is committed to:
   1. Continuing to improve the implementation of the Company's Occupational Health and Safety Management System in a systematic and integrated manner.
   2. Improve the top management and other employees' ability, understanding, attitude, and behavior in carrying out each job with a culture of Occupational Safety and Health.
6. The policy of OHS is approved by The Board of Directors, while the Standard Operating Procedures regarding OHS Implementation is approved by the Senior Management.

Occupational Health & Safety Programs

OHS management system includes the following elements:

1. OHS risk and hazard assessment to identify what can cause hazards in the workplace is called the Hazard Identification Risk Assessment Determining Control (HIRADC). HIRADC covers at least the following: work area, description of process/target/activity, nature of process/target/activity, external and internal legal aspects, OHS hazards, risk impact, inherent risk, type of control, and residual risk. Hazard Identification Risk Assessment Determining Control (HIRADC) is carried out at least once a year in each working unit if the following condition(s) is/are met:
   1. Changes in the working process
   2. Changes in the company's working conditions
   3. Modification of the equipment used
   4. Work accident
   5. Occupational diseases
   6. Emergency conditions that affect the company's business processes
2. Risk assessment to determine the size of the risk to decide the priority of control over the level of risk of accidents or occupational diseases.
3. Determining the Emergency Response Team in each working unit in stages:
   1. Conducting OHS socialization and periodic emergency response trials.
   2. Emergency Response Trial at least once in 1 (one) year
4. Review and improvement of the OHS Management System performance are conducted to ensure the suitability and effectiveness of the OHS Management System implementation. Reviews are carried out on planning, implementation, monitoring, and evaluation activities. The review results are used to improve the performance of the OHS Management System.
5. OHS monitoring and evaluation are carried out periodically through inspection, testing, measurement, and internal auditing of the implementation of the OHS Management System.
6. BRI has procedures in the flow of reporting, analysis, and investigation of work accidents that have been conveyed to all employees. From reporting incidents to the risk management function, performing first aid, conducting investigations to taking justifiable corrective actions.
7. Understanding OHS is part of the rights and obligations of every worker. Therefore, Human Capital is an essential element in implementing the OHS program. Several things can be done to create and internalize an OHS Culture for Workers, including OHS Education and Socialization. OHS education and socialization programs can be carried out through various media, including:
   1. In-class training, webinars, e-Learning; and/or
   2. Other communication media (letters, infographics, videos, podcasts, etc.)
   3. Emergency Response Trial at least once in 1 (one) year
8. BRI takes preventive and controls measures against the risks of the Company's operational activities to protect and prevent work accidents and occupational diseases to all interested parties of the company, including in the company's procurement of goods and services process based on OHS.

Employees’ Wellness and Mental Health Management

BRI is committed to supporting employees’ wellness and mental health to create a workplace culture that fosters engagement, productivity, and loyalty, which is also aligned with our Core Values AKHLAK (Trust, Competent, Harmonious, Loyal, Adaptive, Collaborative).

BRILiaN Communities

BRI establish BRILiaN Communities, groups formed by BRI employees based on shared interest. All employees are given equal access to join the communities that cover a variety of activities:

• BRI Sport Communities (Basketball Club, Tennis Club, Football Club, Bowling Club, Volleyball Club, Golf Club, Runners Club, Table Tennis Club, Badminton Club, Martial Arts Club, Aerobic Club, e-Sports Club, Cycling Club, and Futsal Club)
• BRI Art and Culture Communities (Dance Club, BRILiaN Voice Club, BRI Band Club)
• BRI Adventure Communities (Dive Club, Fishing Club, Trail Adventure Club, Bikers Club, Hiking and Nature Lovers Club)
• BRI Social & Interest Communities (Financial Management Club, Photography Club, Social Movement Club)

BRILiaN Center

BRI set up BRILiaN Center, a place for employees to exercise (Fitness Center), to hone their talents and skills, and to be involved in work-life balance programs.

Physical Wellness Management

Regular Medical Check-up

BRI provides a medical check-up package for its employees in at least once every two years, which covers physical examination. We are concerned that employees maintain their health and manage their blood pressure, weight, blood sugar, and lungs capability. BRI also supports medical expenses for the employees and their spouse and children, so they are provided with health security.

Health Facilities

BRI provides health facilities for employees and their family members, which include guarantees for first level outpatient care, advanced outpatient care, childbirth, dental care, general medical check-ups, eyeglass replacement benefits and retirement health programs that could be used when retired.

Mental Health Management

BASIC (BRILiaN Assistance Center)

To help the employees manage their mental health, BRI provides BRILiaN Assistance Center (BASIC), where employees can access Human Capital assistance easily and comfortably, including coaching, counselling with psychologist, financial consultation, and wellness services. BRI employees are able to access BASIC through BRISTARS (e-Office and Human Capital Management System) or visiting basic.bri.co.id.

Family-friendly Workplace

Childbirth and Childcare Supports

• Paid Maternity Leave: Employees can take paid 3-month maternity leave of a child’s birth.
• Paid Paternity Leave: BRI also allows spouse to take up to 3 business days off after child’s birth.
• Breastfeeding room
• Childcare center

Other leave or time-off from work policies

• Paid annual and block leave (mandatory 5-consecutive-day leave as part of the annual leave)
• Paid Leave: Marriage, Menstrual, Family care and fertility treatment (marrying off a child registered with the company, birth of a child from a registered wife, circumcision of a registered child, death of an immediate family member, miscarriage)

Working arrangement policy

• Work from anywhere policy: Employees can work at a designated place (i.e: Home, BRI working space)
• Shift working hours: Flexible work schedule for Working units/ Divisions with regular work intensive periods.

Absentee Rate

BRI creates a safe and comfortable work environment; the employee absenteeism rate in 2022 was only at 2.44% of the total number of employees.

Disclosure on Respectful Workplace Policy

BRI values and upholds the principles of equality, diversity, and anti-discrimination. BRI first applied it by acknowledging the antidiscrimination policy for employees with disabilities through the Decree of the Board of Directors Number B.4e-PKO/KKO/01 of 2016 dated January 20, 2016 on Provisions for Fulfillment of Employees with Disabilities. The implementation of the policy is applied in the aspects of career development, remuneration, as well as other aspects.

Furthermore, BRI has issued Respectful Workplace Policy through the Decree of the Board of Directors Number B.1221-DIR/HCS/07/2022 dated July 29, 2022. BRI is committed to providing a work environment that is mutually respectful, free from discrimination, exclusion, or restrictions, sexual or non-sexual harassment, bullying and other forms of violence and upholds dignity and self-esteem to maintain productivity while employees are at work.

In June 2023, BRI conducted a Webinar on Respectful Workplace Policy, attended by BRI employees from all over Indonesia, both in-person and online. This webinar was held to socialize Respectful Workplace Policy to BRI employees, as well as to enhance employees’ awareness and understanding to build a workplace environment that is inclusive, conducive, and productive.