DiGi opted for a flat organisation in order to remain true to its core values of
Simplicity, Innovation and Best Value.
Flat Organisation
DiGi was reinvented from 16 job grades in a 9-level management structure to a more simplified 4-level management one. This reinvention has enabled the organisation to be more transparent and streamlined. It nurtures more open communications and innovative-thinking.
Equal benefits
This system of equal benefits is not a unique concept but it can be considered a revolutionary one in Malaysia, where hierarchical management is entrenched in our corporate world. It works at DiGi as it is consistent with our corporate values – simplicity, transparency, empowerment, innovativeness and excellence in everything we do.
All DiGi employees, from top management down to the receptionists, have the same kind of benefits, regardless of level or job title. These include medical & hospitalisation, travel, personal accident & term life coverage, and number of annual leave, for instance. In fact, the most affected by the equal benefits system were the senior management members.
They lost the usual managerial perks such as their own office room with a view, a large subordinate base, and a higher grade of hospitalisation benefits. And yet, they took the first step to make the sacrifice for the rest of the employees. It, therefore, led to the acceptance by the rest of the organisation.
The majority of employees had their benefits levelled up with only a handful had their entitlements reduced. The latter generally accepted the new terms and conditions as they saw the potential long-term benefits.
Career development
Career development paths for staff are mapped as management and specialist tracks, creating a higher transparency system of recognising and rewarding staff performances by leveraging on their strengths.
Over 30,000 hours were invested in training for employees in 2007, covering a wide range of topics. Training offered included topics pertaining to CR such as: Intellectual Property (IP) Training, Integrity! Programme, Radio Frequency (RF) Awareness Workshop, Telenor Global Trainee Programme, DiGi Internship Programme and “DiGi Meets” Programme.
Work-life balance
Providing a balanced work life for employees is also another form of putting CR into practice. It leads to providing a sustainable work environment that encourages innovative-thinking and creativity.
New mothers amongst DiGi staff have the option to take up an extended maternity leave up to 4 months in total with the last 2 months at half pay beyond the mandatory 60 days. In 2007, 36 out of 64 new mothers took advantage of the extended maternity leave. There is also a nursing room at DiGi’s office (D’House) to express & store breast milk. Depending on the nature of the work responsibility, flexi-time is available in certain departments.
Corporate Governance
DiGi adheres to all legal requirements relevant to its business and/or its key stakeholders, both local and international laws. As part of the Telenor group’s global exercise conducted in 2006, DiGi (as a member of the Telenor) has put in place very 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 de-list from NASDAQ, the same compliance/control mechanisms continue to be in place in DiGi and are continuously being improved.
Anti-corruption Policy
DiGi has in place an Anti-Corruption Policy, which covers the areas of bribery, direct or indirect political contributions, charitable contributions and sponsorships. All employees are kept abreast through educational workshops and open communications with the relevant departments. A special Fraud & Integrity Hotline and e-mail address are set up for employees to send any concerns or queries they may have.
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.
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. If faced with ambiguous or uncertain situations where there is a possible breach of business ethics or integrity, the matter should be escalated for clarification to our supervisor(s), top management, via DiGi Integrity Hotline.
Empowerment
In the spirit of being an innovative, youthful and fun company, DiGi is constantly looking for meaningful ways to engage and stimulate its employees, or commonly known as DiGizens.
Through simple, transparent and consistent communications, an organisation can foster better relations with its employees via its CR initiatives. It is a matter of treating employees with respect and as responsible individuals.
Empowering people with CR goals can be quite liberating, too. It encourages employee participation; create opportunities to build closer employee-employer relations; and instill a sense of ownership in ensuring the success of CR initiatives.
Closer ties between employees and management are encouraged through various formal and informal channels. In true DiGi spirit, these communication channels are conducted with minimal formality, blurring the hierarchical lines that allow employees to use them as platforms to air their concerns or issues. In some cases, activities are organised to appreciate the hard work and achievements of employees.
D’SPA
A spa in the company premises to pamper and rejuvenate the mind and body of its DiGizens in May 2007. Staff could enjoy aromatherapy and shiatsu massages, reflexology, manicures and pedicures during office hours. Talks on health and balanced lifestyle were arranged too.
Family Day
Having the employees’ children participate in painting the walls of its emergency staircase as a means of facilitating family involvement in the company. The children’s handiwork has brightened the stairwell, encouraging employees to use it on a regular basis while admiring their colourful paintings.
D’Chillz
Informal social gatherings for all DiGizens are arranged regularly, where everyone could enjoy good food and good fun, a time to chill-out, so to speak.
Customer Service Week
This is an annual event to express the company’s appreciation for its Customer Service employees, which number about 600 people. It is held in conjunction with International Customer Service Week to boost morale, motivation and teamwork, reward frontline representatives, raise awareness of the importance of customer service, let customers know our commitment to customer satisfaction and to thank all the departments for the continued support.
The Prime Minister’s CSR Awards, launched by the Ministry of Women, Family and Community Development in 2007, aims to recognise companies that have made a difference to the communities in which they operate through their Corporate Social Responsibility (CSR) programmes. Download the Official Entry Form.
