As a purpose-driven organisation, we are guided by our Temasek Charter and MERITT values, and are united by our Temasek Heartbeat.
We continue to roll out a range of support measures to care for our staff and to strengthen organisational resilience. Many of these started during the pandemic, but some will endure.
We have implemented new workplace arrangements such as hybrid work as our staff gradually return to our various offices. We recognise the challenges faced by our staff while working remotely, such as the blurring of boundaries between work and rest. We also recognise the positives that our staff shared about flexibility and adaptability as they worked remotely, so we see hybrid working remaining an option for our staff into the future. Our Because you matter: #together initiative helps our staff adapt to various challenges better by supporting their emotional, social and physical well-being.
We have implemented new workplace arrangements such as hybrid work.
Talent development has always been a key area of focus for us, and is a pillar of our T2030 strategic roadmap. We adopt a holistic approach in shaping our talent agenda and our staff are encouraged to embrace a mindset of continuous learning and to take ownership of their own growth. To build a nimble workforce with multi-disciplinary skill sets, staff are given opportunities for job rotations and to participate in cross-functional projects.
As part of our institutional focus to build a future-ready team, we have anchored our learning programmes on leadership competencies and agility frameworks. Over the year, we refreshed these frameworks to ensure that our staff are equipped with skills to stay relevant. We are also expanding our range of learning and leadership programmes to include topics such as sustainability, diversity and inclusivity, to increase awareness and understanding of these important focus areas among our staff.
To build a future-ready team, we have anchored our learning programmes on leadership competencies and agility frameworks.
To build our talent pipeline, we piloted a foundation traineeship programme in Singapore, curated for students to gain an early understanding on the role as an investor. We aim to partner institutes of higher learning in Singapore to advance this initiative and encourage students to explore a career with Temasek.
We are committed to making Temasek a great place to work, by building an inclusive culture that encourages and celebrates diversity in perspectives, skill sets and experiences.
This year, we launched our Inclusivity@Temasek initiative, to strengthen our diversity practices and reinforce our culture of belonging. We seek to create a workplace where Temasek employees feel comfortable with being themselves and feel safe to voice different ideas and opinions.
As part of our ongoing inclusivity efforts, the Temasek Women’s Network was formed to support and inspire our female colleagues in their career journeys. Activities include leadership sharing sessions as well as a mentoring programme — which also include our male colleagues as they play an important role in fostering an inclusive environment for our female staff. We will continue to advance other programmes as part of Inclusivity@Temasek.
Our “Make-a-Difference” (MAD) Programme has been an integral part of our life in Temasek since 2008. MAD promotes a culture of personal ownership and responsibility. Individual and company-wide MAD targets are set each year. These go beyond financial and performance targets to cover self-development, institution and community goals, and foster lifelong skills and health habits.
Over the past year, we rolled out in-house programmes on “Change Management Essentials” and “Change Management Fundamentals” to help our staff better understand and manage changes arising from developments in our business and operating environment. Building a change-ready workforce is key as we introduce new organisational initiatives and transformations in the decade ahead.
Our annual CEO Challenge promotes continuous learning and innovation among our staff by encouraging them to acquire new skills in areas such as coding and data science, languages, music and dance. Since the launch of this programme seven years ago, more than 85% of our staff have learnt a new skill or enhanced their proficiencies. Over 60% have completed courses in programming, data science and analytics or cybersecurity.
We continue to equip our staff with important life skills through workshops that focus on personal resilience, well-being and crisis support.
We also continue to equip our staff with important life skills through workshops that focus on personal resilience, well-being and crisis support.
As part of Temasek’s staff volunteer initiative, T-Touch, our people give back to their communities by participating in outreach programmes with non-profit groups and other organisations in countries where we have a presence. Our staff are given dedicated volunteer leave to participate in their personal or group volunteering activities.
Over the year, our staff continued to actively volunteer their time with causes and initiatives aimed at strengthening community resilience during COVID-19. Our people helped to distribute masks and oximeters, refurbished and improved homes of seniors affected by the pandemic, and reached out to seniors to help them better understand the benefits of COVID-19 vaccines and get vaccinated.
(as at 31 March)
Our offices across Singapore, Europe, India, the US and Vietnam donated to charities and organisations that address urgent needs of vulnerable communities arising from the pandemic. In India, we donated oxygen concentrators, ventilators and oximeters to community hospitals, and our staff there assisted in the logistics of receiving and distributing these items.
Our team in São Paulo, Brazil, assisted non-governmental organisation Projeto Social Life, to distribute packed lunches in the city centre to over 500 people in need.
Staff from our office in New York, US, volunteered with a non-profit organisation Dream Center Community Market to distribute food relief packages that included dry goods and food produce to poor and marginalised individuals.
Staff from our Beijing, Shanghai and Shenzhen offices in China supported restoration efforts of Lake Tai, located in Jiangsu province, which was polluted by improperly disposed factory waste. They planted over 80 peach trees in the Suzhou Taihu National Wetland Park, where Lake Tai is located.
Temasek made a donation to non-profit organisation Song Foundation in Vietnam to support its Hanh Phuc Xanh Mangrove Reforestation Programme which planted about 11,000 mangrove trees in the Mekong Delta in 2021.
Our team in Mumbai, India planned virtual sessions attended by about 200 children undergoing cancer treatment. The children learnt good values and the importance of caring for the environment through activities such as a puppet show and quizzes.
Over 70 university students from underprivileged backgrounds in Vietnam received scholarship grants sponsored by Temasek. The grants covered their tuition fees and living costs.
Temasek's incorporation date on 25 June, is designated as our annual Community Day — when all our staff come together as one to give back to the community.
Last year, the Singapore office adopted Dementia Singapore as one of its new charities. On Community Day 2021, our staff delivered some 750 tote bags of essential items that included masks, sanitisers, groceries and vouchers to Dementia Singapore’s centres islandwide. The tote bags, which were also accompanied with greeting cards, were provided to staff, beneficiaries and their caregivers.