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Home OUR SUSTAINABILITY Our Sustainability Journey Thriving with People Our Employees Talent Development
Disclosure Items: GRI 404; HKEX B1, B3

Our Goals and Accomplishments

UN SDGs KPI Measurements Progress in 2022 Progress in 2023
Goal 3: Good Health and Well-being
% of Internal Hire (open positions filled by internal candidates) 20.95% 22.36%
Voluntary employee turnover rate 6.6% 5%
% of full time employees received training 91% 98%
Number of training hours an employee receives on average per year 68% 85
  • Our Risks and Opportunities
    Being a company that embraces a diverse and inclusive workplace, we acknowledge the significant impact of employee feedback and the value of actively listening and responding to different perspectives and requests. We prioritize the well-being of all our employees and strive to enhance job satisfaction to retain our talented workforce. We strive to create an environment and opportunities that encourage continuous learning, enabling our employees to stay informed about emerging trends, technologies, and innovations. This commitment ensures that our workforce remains up-to-date and equipped with the knowledge needed to thrive in a dynamic and ever-evolving landscape.

  • Our Vision and Ambition
    Our sustainable development relies on the dedication of each employee, and we aim to create a conducive environment that allows them to unleash their potential. Our commitment to nurturing top talent requires a strong focus on training and development as an integral part of our people strategy. We are fully committed to supporting and equipping our employees with the necessary resources to foster their growth. 

Our Policies

Policy & Procedures Expectations
Employee Handbook The Handbook serves as a means of effectively communicating the Company’s policies, procedures, rules, and regulations to our employees. It also covers important information related to compensation and benefits, training opportunities, codes of conduct, rewards, and various other relevant matters.
Total Rewards Policy Our Total Rewards package encompasses compensation, career development, learning and growth opportunities, health and welfare benefits, retirement benefits, and well-being programs. This comprehensive approach includes attractive financial incentives to recognize outstanding individual and team performance and foster personal wealth creation. To maintain our competitiveness and align with market trends, we conduct annual reviews of our compensation framework in collaboration with independent third parties.
Parental Standard Policy • Maternity Leave – Female employees are entitled to 16 weeks of full-paid maternity leave
• Parental Bonding Leave – Offer eight weeks of 100% paid leave to the primary caregiver who has a new child through adoption or surrogacy, in accordance with applicable local laws. Additionally, we provide two weeks of 100% paid leave to the birth father or father of a child who is one year old or younger through adoption or surrogacy.
• Pre-baby Support – Four days of 100% paid leave to support employees undergoing fertility treatments such as in vitro fertilization (IVF). This includes two days per treatment cycle, with a maximum of two cycles per year.
• Return-to-Work Support – Provide private rooms for breastfeeding mothers
Flex Work Policy The policy is designed to provide our employees with the freedom to determine their work arrangements in terms of timing, location, and method. It offers two types of flexible work options: flex time and flex location. Flex time allows employees to adjust their start and end times within core business hours without altering the total number of work hours. Flex location permits employees to work outside of the office environment, and Bud APAC supports occasional remote work arrangements.
Training Policy The policy has been put in place to streamline and expand the implementation of our company’s learning and development initiatives, making it easier for our colleagues to access these opportunities and fostering a more conducive learning environment. It clearly defines the essential operational steps and standard operating procedures for delivering APACU Training.
Internal Trainer Management Policy The policy was created to set forth guidelines that encourage the enhancement of skills and expertise among our internal trainers. Its primary objective is to facilitate the effective development of our employees, fostering a mutually beneficial growth between the company and its workforce.

  • Our Approach

    • We utilize an annual employee engagement survey and regular pulse surveys to gather feedback from our employees, enabling us to enhance our practices and cultivate a highly engaged workforce through both quantitative and qualitative insights.

    • We prioritize the well-being of our employees by implementing well-being programs and offering comprehensive support to foster their physical, social, mental, financial and emotional health.

    • Our learning and development platform serves as a valuable resource for our employees, facilitating continuous learning and professional growth opportunities. 

Our Initiatives

  • Employee Engagement

    Annual Engagement Survey

    We gather employee feedback through an annual engagement survey and a regular pulse survey that helps us continuously improve by providing quantitative and qualitative insights into building a strong and engaged workforce. The survey covers 10 categories including mission, leadership, collaboration and well-being. In FY23, 98% of our colleagues participated in the annual engagement survey conducted by a third-party consultant. 
    Impact
    Employee Engagement score reached 94% (-1% vs. 2022). We achieved the highest scores in areas such as being treated equally (97%), getting along well together (97%), and having safe rules (97%). 
  • Employee Wellbeing

    Wellbeing Leadership Program

    To continue the momentum of our wellbeing leadership program that was launched in 2022 for our executives, we have scaled up the program to our next two leadership levels in 2023. The program consists of a team journey with group workshops focusing on our wellbeing strategy, vision and defining leadership behaviors to promote wellbeing at work and an individual journey where leaders had the opportunity to have a personal coach to help them address individual needs and challenges met in life situations. 
    Impact

    The Net Promoter Score of the Wellbeing Leadership Program reached 8 (out of 10) and 92% of the participants indicated personal benefits from having a 1-on-1 coaching sessions. 


    APAC Wellbeing Program

    We aim to empower our people with physical and mental energy to perform, learn, and innovate at a sustainable level both personally and professionally. In 2023, we have updated our wellbeing framework to expand to 9 pillars covering organization and individual wellbeing. Wellbeing leadership coaching has been rolled out for two consecutive years aiming to build an environment that promotes wellbeing in a way that is aligned to our culture and embraced by leadership. 
    Impact
    APAC Employee Engagement wellbeing satisfaction reached 93% and we achieved high score on feeling safe to be authentic at work (95%) and flexibility to meet professional and personal needs (95%). 

Case Study