OUR STRATEGY:
Our Employees
5. Equal Opportunities
Our core philosophy centres on authenticity, valuing every individual, and fostering a sense of belonging. We are committed to building a diverse and inclusive workforce where equity is fundamental. This commitment is evident across all levels of the Fund, providing opportunities for individuals of all backgrounds, including diverse cultures, faiths, ethnicities, abilities, genders, and ages.
Our workforce has grown to 605 employees (up from 579 in FY 2022/23) due to new hires, with turnover reduced to 3.4% from 6.5% last year, reflecting stability after our organisational redesign.
At the Fund, equal opportunity and gender equality are actively pursued. Women represent 47% of our workforce, with 25% in managerial roles. Recruitment, promotions, and training are based solely on individual merit, rejecting any form of discrimination.
6. Remuneration and benefits
The Fund offers market-competitive compensation and benefits, guided by principles that ensure equity and effective governance. Our approach emphasises pay-for-performance practices to attract and retain top talent.
Additional benefits include medical and life insurance, leave concessions, gym memberships, and a retirement benefits scheme, among others.
7. Human rights and labour issues
In FY 2023/24, no incident of discrimination or violation involving human rights was recorded.
In this regard, the Fund has the following policies:
8. Performance management
At the start of each financial year, we set clear, measurable performance targets at organisational, departmental, and individual levels. These targets align with the Balanced Scorecard perspectives: Financial, Customer, Internal Processes, and Learning and Growth. This alignment helps employees understand expectations and focus on key areas driving success.
The Fund is dedicated to cultivating a culture of performance excellence, ensuring every employee is aligned with our strategic vision and empowered to reach their full potential.
9. Employee retention and succession planning
At the Fund, fostering a culture of excellence is key, and talent retention plays a crucial role in this objective. We are committed to attracting, recruiting, and retaining top talent to ensure exceptional service for our members.
For FY 2023/24, the average employee tenure has risen to 9.4 years from 8.9 years, reflecting our success in maintaining a stable and experienced team. Additionally, 72% of our employees have been with the Fund for 5 or more years, underscoring the effectiveness of our retention strategies.
We also reward long-term service, exceptional performance, and significant achievements to further encourage loyalty and commitment.
10. Empowering growth: Employee training and development
We believe the Fund’s growth is closely tied to the development of our employees. Understanding that an organisation can only progress as far as its talent allows, we are committed to nurturing and expanding employee potential.
Our development approach starts with a comprehensive Training Needs Analysis (TNA) to assess current skills, identify gaps, and align training with our strategic goals. This ensures our programmes are relevant and targeted, addressing both individual and organisational needs.
To support career and performance growth, we offer in-house coaching programmes where employees receive personalised guidance from trained internal coaches. This helps them navigate their career paths, set goals, and enhance performance. Additionally, we host monthly Pathfinder Career Conversations with industry professionals to provide insights on career and leadership topics. These sessions foster personal and professional growth by exposing employees to diverse perspectives and real-world experiences.
The Pathfinder Catalyst Academy is dedicated to empowering women, offering structured development to enhance leadership skills, build confidence, and impact both the Fund and beyond. This initiative promotes diversity and inclusivity, aligning with our commitment to supporting female employees in their leadership journey.
Our leadership development programmes focus on global best practices and innovative strategies through workshops, seminars, and interactions with international thought leaders. This prepares our leaders to effectively drive the Fund’s strategic vision.
Our eLearning platform, Percipio, plays a crucial role by offering personalised learning journeys, professional courses, and various resources, including certification programmes and audiobooks. We encourage employees to utilise Percipio to address skill gaps and stay prepared for future challenges.
While we provide these resources and opportunities, we recognise that the drive to learn and grow must come from everyone. Our role is to offer support and tools, but personal commitment to development is essential.
A NEW DAY - CREATING SHARED VALUE FOR SUSTAINABLE GROWTH