UNITY IN
DIVERSITY

PERFORMANCE MANAGEMENT ROUTE MAP

Performance Planning
(Sept to Dec)

Performance Monitoring
(Mar to Apr)

Performance Assessment
(September)

Performance Appraisal
(Oct to Nov)

Goal Setting

  • Superior sets team goals and cascades to Employees;
  • Employee sets individual goals

Mid Year Review

Employee / Superior updates goals progress

Self-Assessment

Employee completes goals update and provide self-rating and behavioural evidence

Manager Assessment

  • Superior review the goals and 1:1 meeting with Employee
  • Superior complete assessment and provide rating

HR Calibration

Calibration session(s) to take place between GHOD / HOF with Head of Team

Superior’s Acknowledgement And Communication

Superior communicates the final calibrated rating to employee and acknowledges the Final Calibrated Rating

Employee’s Acknowledgement

Employee acknowledges the Final Calibrated Rating

Completed

Performance Review Complete

EMPLOYEES BREAKDOWN

At Top Glove, opportunities for career advancement are based on meritocracy. Every Top Glover has an equal opportunity as long as they are capable of delivering results. We foster a diverse and inclusive workplace that values the contribution of all employees, attracts and grows the world’s top talent. We have zero tolerance for discrimination, workplace bullying and harassment and are committed to creating a respectful workplace for everyone in the Company.

  • Female
  • Male
Employees Breakdown by Gender

Increasing trend in number of female employees over the past 3 years

Leadership Position (Managers & above)

Equal gender ratio for leadership position held

Board of Directors’ Gender Diversity

Female Directors accounts for 42%

GENDER DIVERSITY BREAKDOWN

We set medium term target to maintain 50% of female leadership in managerial position by FY2025.

Gender Diversity Indicator as of FY2022

50%

Female employees in all management positions, including junior, middle and top management (based on total management positions)

51%

Female employees in junior management positions, first level of management (based on total junior management positions)

37%

Female employees in top management positions, i.e. maximum two levels away from the CEO or comparable positions (executive management & senior management)

72%

Female employees in management positions in revenue-generating Department. (based on total employees in the Marketing Department)

41%

Female employees in Science, Technology, Engineering & Mathematics (STEM) related positions (based on total STEM position: All Engineering, R&D and IT)

A Diversed and Inclusive Board with 36% Female Directors

Employee Demographic Data

Group
Category
FY2019
FY2020
FY2021
FY2022
Total No. of Employees
 17,539
20,835
22,741
19,006
By Country
(Nationality)

Malaysia

4,308

7,590

10,176

8,715

Thailand

953

409

1,333

1,149

China

256

290

234

95

Vietnam

95

164

294

167

Myanmar

472

1,218

827

661

Indonesia

542

939

834

661

Nepal

4,779

4,555

3,698

2,971

Bangladesh

5,677

5,447

5,171

4,501

Others

385

223

174

86
By employment type

Permanent

5,588

19,750

21,532

18,006

Contract

11,951

333

391

430

Interns

1,029

752

818

570
By category

Lower Management

13,340

15,441

15,915

13,161

Junior Management

1,497

2,047

2,617

2,079

Middle Management

2,190

2,775

3,523

3,059

Upper Management

453

506

603

63

Senior Management

53

52

69

69

Executive Management

8

6

14

7
By age group

Below 30

10,523

13,559

14,812

11,949

30 -n50

6,665

6,888

7,525

6,728

Above 50

351

388

404

329
Nationality

Malaysian

4,378

7,589

10,161

8,704

Non-Malaysian

12,472

11,459

10,183

8,473
By ethnicity
(Malaysia only)

Malay

2,741

4,837

6,720

5,929

Chinese

958

1,569

1,765

1,607

Indian

619

1,051

1,263

1,053

Others

56

120

428

115