Flexibility, Purpose, Inclusion and Well-being: Asia’s Best Workplaces™ lead the way for employees

DAPHNE LEE

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Daphne Lee

Author

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Asia’s Best Workplaces™ have one thing in common: they infuse company pride and put their employees first. These companies aim to build a For All™ workplace experience that stems from an overall positive employee experience. We share some of these best practices from list-makers in the Large and MNC category that have presence in the ASEAN region.

On Flexibility:

CarParts.com (Philippines) Inc.

📌 This year, Asia’s Best Workplaces™ have on average 88% of employees that report having a positive employee experience. For the average global workforce, only 55% of workers report a similarly positive experience. Great Place To Work ® identifies Best Workplaces in Asia™ by surveying over 1 million employees in Asia and the Middle East about the key factors that create great workplaces for all and analyzing company workplace programs impacting over 4.7 million employees in the region.

“Our motto, #EnablingJourneys, is our purpose and commitment and serves as the guiding principle in everything we do. We continuously strive to enable our employees’ journeys by creating a work environment where they discover their sense of purpose at work. We achieve this by creating programs that promote a coaching culture where our leaders are enabled and encouraged to constantly have meaningful conversations with their team members to discuss goals and work performance. In addition, our programs aim to support and promote their professional development through constant training and workshops. We believe that a landscape where our employees are engaged, supported, and encouraged allows them to find meaning in their work.

To ensure the overall well-being of our team members, we implement a whole-person approach where our employees are at the center of everything we do.

As part of that strategy, we emphasize work-life harmony. One of the ways we do that is by allowing our employees to have the flexibility to create, within their teams, hybrid work schedules that best suit them. In doing so, we exhibit trust and promote responsible ownership.

In addition to the whole-person approach, we see to it that all decisions made, would be what is best for everyone.”

DHL Global Forwarding (DGF)

“At DHL Global Forwarding Vietnam, we support employees’ development through leadership development programs. The Certified International Forwarder (CIF) Program and the 18-month Certified Forwarding Manager Supervisory Academy are such examples. We also offer flexible work arrangements for our employees to enhance their work-life balance.”

“DHL Global Forwarding Indonesia provides various programs and activities for employees under the umbrella of Building High Performing Team.

The first pillar, SEED (Skill Enhancement and Employee Development) is designed for employees’ skill enhancement. Career discussions and progression planning are in place to develop employees.

The second pillar, WE DGF ID (Well-being and Engagement in DGF ID) is designed for employee engagement and well-being. Some examples include Flexible Work Arrangement, in-house clinics with dedicated general practitioners and psychologists to support employees’ physical and mental health as well as local recognition initiatives.

The third pillar, LEADERSHIFT is designed to empower employees into becoming leaders. Programs under this pillar include Food for Thought, a forum to discuss about leadership with the senior management and Leadershift Acceleration Program for leadership development. Employees who benefit from our support said that DHL Global Forwarding Indonesia is one of the world’s best places to work.

Bambang Ardianto, an air freight import manager said, “Here you are surrounded by teams and people who challenge you, support you, and inspire you to be extraordinary, to be the best version of yourself. Not to mention compensation, work-life balance, business stability and respect, it proves that DGF has the best working atmosphere.”

On Purpose:

Medtronic

“At Medtronic, we believe in giving our employees a purpose, a voice and support to reach their full potential. Employees are encouraged to connect with our mission of advancing healthcare, and to be part of a larger community.

This is embedded in our Mission & Medallion ceremony – a symbolic custom where every employee receives a medallion from a senior executive. The medallion serves as a reminder of the honor and responsibility that each employee has in fulfilling the Medtronic Mission to Alleviate Pain, Restore Health, Extend Life – regardless of role and seniority.

Another initiative is Project 6, which supports thousands of employees across Asia to contribute time and effort towards causes and underprivileged communities that they are passionate in.

Medtronic also supports employees’ well-being through innovative programs such as Family Care Leave which provides six weeks of paid time-off across various life events. Telemedicine and chat-based mental health support were also introduced to care for employees’ health and mental wellbeing. Medtronic believes in providing professional growth opportunities through programs such as INSEAD Leadership Camp, Talent X job immersion program, and Everyday Coaching. These programs ensure that we invest in the future and employees are empowered to realize their full potential.”

 

PT Telkom Indonesia (Persero) Tbk

 

“It is a great honor for Telkom Indonesia to be named a Best Workplace in Asia. In Telkom Indonesia, we believe people are crucial and our people make Telkom what it is. Therefore, our commitment and leadership are two key values that we incorporate to sustain the company’s initiatives and programs. All our employees matter and they get the best experience. As we are currently transforming from a telecommunication company to a digital telecommunication company, we encourage and empower all the employees to play a part in developing ideas and being innovative.

Telkom started the Idea Box where all employees can communicate their ideas to the company, collaborate and find ways to make it happen.

Telkom also ensures that the employees’ career path is mapped out. ”

Budi Agus Setiawan, CMO of Big Box by Telkom Indonesia (Startup Incubation) said: “I’m very grateful to be part of Big Box, a start-up incubation product developed by Telkom Indonesia. Building a start-up with a mission to be the company’s new business gives me a sense of belonging and responsibility. It has never been easy and requires a lot of effort and funding. But Telkom believes in us; it is somehow more than enough. Telkom reminds me that it’s not only about the business but also about giving solutions to people. The support means a lot.”

On Inclusion:

Adobe

 

“When John Warnock and Chuck Geschke founded Adobe, it was based on fundamental principles: our people are our most important asset, good ideas come from everywhere and build a company where you would want to work in it. Almost four decades later, these people-centric principles make up a major part of our culture and what it means to be a great place to work. Our team across Asia are strong advocates for our inclusive culture and diverse workplace environment. The strength of that advocacy is evidenced by a steadily growing team, including the hundreds of “boomerang” staff members who left the organization and have now come back.

The cornerstone of our workplace experience is our commitment to culture, and our culture is shaped by a set of core values established when Adobe was founded and they remain critical to our success today. These four values are: Genuine, Exceptional, Innovative, and Involved.

We believe that everyone deserves respect and equal treatment regardless of gender, race, ethnicity, age, disability, sexual orientation, gender identity, cultural background, or religious beliefs. We do so because when people feel appreciated and included, they can be more creative, innovative, and successful.”

Ingram Micro Asia

 

“Ingram Micro’s People strategy is derived from our business strategy and our tenets of success and is built around our core qualities: Innovation, Accountability, Integrity, Learning, Teamwork & Respect, and Social Responsibility. Ingram’s workplace practices are inclusive and our diverse workforce is treated fairly and with respect. We launched Together at Ingram Micro, which celebrates our unique perspectives, diverse talents, and commitment to making Ingram Micro an inclusive work environment for all associates.

We are committed to provide employees with equal opportunity for training and development based on their unique strengths and needs to help them achieve their full potential. The well-being of our associates is our top priority.

For us at Ingram Micro, the future of work is hybrid. Working on-site enhances collaboration and creativity within our teams while working from home provides us with greater flexibility and freedom in our daily schedule.

In this way, Ingram Micro shapes a workplace that is welcoming, flexible, inclusive, and trusted.”

On Well-being:

Cadence

 

“Cadence’s One Team culture puts employees at the center of our business. A happy, fulfilled, and high-performing team keeps us at the forefront of our industry.

In response to the pandemic and additional time spent working virtually, our employees received 12 ‘recharge’ days where the entire company can unplug and focus on the activities that best support their wellness. We have expanded our bereavement leave policy to include time off for pregnancy loss and the loss of a pet, in addition to the loss of other close family members.

Employees also have a strong sense of meaning and purpose in their daily work to make an impact on technology and in our world.

In support of our commitment to giving back, every employee receives 40 hours of paid time off to volunteer in the community, and they have access to 1:1 donation matching from Cadence to support causes they are passionate about.

Our employees donated their time and resources through fitness fundraisers, planting trees, donating computers, and by providing support around the impacts of the pandemic. Meaningful recognition lives at the core of our One Cadence – One Team values. Employees can recognize their colleagues at any time with a monetary reward through our peer-to-peer recognition program.”

HP Technology Vietnam

 

“We understand better than anyone else that a great workplace is one that fosters purpose, flexibility, inclusion, and happiness; respects its people, and empowers them to fulfill their ambitious goals.

At HP Vietnam, our hybrid work environment offers employees the most flexibility, together with financial, and mental support that suits their needs for work productivity. Interactive activities and internal events are held regularly to foster teamwork and well-being.

Our connecting corner and meeting-free Fridays are just a small part of what our people can expect from our company culture, one that empowers them to belong, innovate and grow.

As a team, we appreciate the respect and gender equality as we have approximately 40% female employees which helps to break down barriers and develop possibilities for women in leadership. We nurture the social-responsibility culture among our team with the belief that each is a cell of our community’s growth. In our most recent CSR initiative partnering with a local NGO, we let our team members plant trees with locals, which uplifted the teamwork and reinforced our responsibility towards a sustainable future. HP prioritizes an environment where our employees are empowered to thrive and always feel at home. We are doing more for a stronger HP so that our people can improve and strive for the best as a team.”

Takeda Vietnam

 

 

“Takeda Vietnam is a pioneering biopharmaceutical company that aims to foster a diverse, equitable, inclusive, open and collaborative working environment in which employees can contribute, perform and grow as individuals.

All benefits at Takeda Vietnam are made with care. We aim to create an exceptional people experience, offering a comprehensive range of benefits to meet the unique and diverse needs of our people, while continuously emphasizing the Diversity, Equity and Inclusion (DE&I) as part of our people strategy. We believe Diversity provides the potential for greater innovation and creativity, while Inclusion helps the company realize the business benefits of this potential.

In alignment with the global vision “Better Health, Brighter Future” for our employees,

Takeda Vietnam focuses on health and well-being with the top health care program for individuals and family, vaccine for employees, COVID family support program, and physical and mental health program for employees as well. We celebrate a culture of appreciation and pay attention to work-life balance by providing a flexible working arrangement and hybrid working policies and a half-day Friday off.

Moreover, the company adds more days of leave for employees to spend more time on themselves and family on special occasions. Takeda commits to people development as we aspire to cultivate and maintain lifelong learning and an inclusive environment, where every employee is encouraged to grow and reach their full potential.”

Great Place To Work® recognizes what it takes to build company pride and to foster a positive employee experience as a great place to work For All™, and it shows how investing in people is a proven path to business success. Next week, we will feature Asia’s Best Workplaces in the Small & Medium category and what steps they took to get there.

DAPHNE LEE

Daphne is our Regional Senior Writer and Content Marketing Manager for Great Place To Work® ASEAN and ANZ. She believes in building community-relatable content, telling stories through narratives that add value in today’s workplace and in culture-building. Her idea of a great workplace is one that thrives on openness, support and inclusivity while building trust and working towards a common business growth and purpose. A journalist, she spent 15 years writing for trade publications, lifestyle magazines and broadsheet supplements.

The data science behind this list from Great Place To Work®

Great Place To Work® has been surveying employees around the world about their workplace experiences for 30 years. We have developed a set of themes and metrics that not only predict whether employees feel their workplace is great, but predict retention, agility, and overall business success.  

Using our proprietary Trust Index™ survey, we measure the core of what we know creates great workplaces — key behaviors that drive trust in management, connection with colleagues, and loyalty to the company.  

The survey enables employees to share confidential quantitative and qualitative feedback about their organization’s culture by responding to 60 statements on a five-point scale and answering two open-ended questions.

Employees tell us whether leaders are accessible, communicate honestly and clearly, and if their actions match their words. They tell us whether they feel respected as individuals, if they receive training benefits, appreciation, support for their well-being and opportunities to contribute. They tell us whether they believe their company is fair related to pay, profits, promotions, recognition, favoritism and opportunities. They tell us if they are proud of their work, their team, and their company, and if they feel they make a difference and their work is meaningful. And they tell us whether they enjoy the people they work with, feel cared for and can be themselves.  

List rankings are based on this employee feedback, which we analyze to determine the extent to which this experience is shared by the full workforce. Great Place To Work measures the differences in survey responses across demographic groups and roles within each organization to assess both the quality and consistency of the employee experience. Statements are weighted according to their relevance in describing the most important aspects of an equitable workplace. 

The best companies create great work experiences not just for management, but also for their part-time employees on the front lines, for those who’ve just joined and those who’ve spent their whole career there, for every race and ethnicity, gender, neurotype, or other demographic in the organization – we look at it all. Companies with the broadest set of employees who report positive workplace experience receive the highest rankings on lists.

In addition to analyzing employee feedback, for National List’s for companies in the Medium and Large size categories, we also consider what a company can tell us about their programs and workplace strategy. Each company also answers six essay questions that provide greater insight into how, and why the organization is great for all people. Responses are rigorously evaluated and cross-reviewed according to Great Place To Work’s research-driven criteria. From what companies share in datapoints and essays, we identify the organizations that offer the most generous, caring and innovative cultures that reflect a genuine commitment to meet the diversity of their people’s needs inside and outside the workplace as validated by what employees themselves report in survey results.
Where an industry list is being revealed (i.e. Healthcare, Technology) additional information provided from an organization in the form of a culture audit will not be considered; rather we analyze employee feedback from the Trust Index survey with the above methodology.

Because employee feedback drives these rankings, surveys must meet strict requirements for how they are distributed and the percentage of employees who respond to ensure they accurately represent honest feedback from the company’s full population. To be eligible for the list, companies must be Great Place To Work Certified™, have 10 or more employees in the country they are being Certified, and be operating in the industry relevant to a specific Industry list if applicable (i.e. Healthcare, Technology). If categories are being listed within a National list, category break downs are as follows: Companies with 10-29 people were considered for the Micro category; those with 30 to 99 people for the Small category; companies with 100 to 999 employees were considered for the Medium category; and those with 1,000 or more for the Large category. Some lists in certain countries may combine categories in which case that will be specified in the list breakdown.
While essay responses provide important context for rankings, only survey data can garner a list placement.

The data science behind this list from Great Place To Work®

Great Place To Work® has been surveying employees around the world about their workplace experiences for 30 years. We have developed a set of themes and metrics that not only predict whether employees feel their workplace is great, but predict retention, agility, and overall business success.  

Using our proprietary Trust Index™ survey, we measure the core of what we know creates great workplaces — key behaviors that drive trust in management, connection with colleagues, and loyalty to the company.  

The survey enables employees to share confidential quantitative and qualitative feedback about their organization’s culture by responding to 60 statements on a five-point scale and answering two open-ended questions.

Employees tell us whether leaders are accessible, communicate honestly and clearly, and if their actions match their words. They tell us whether they feel respected as individuals, if they receive training benefits, appreciation, support for their well-being and opportunities to contribute. They tell us whether they believe their company is fair related to pay, profits, promotions, recognition, favoritism and opportunities. They tell us if they are proud of their work, their team, and their company, and if they feel they make a difference and their work is meaningful. And they tell us whether they enjoy the people they work with, feel cared for and can be themselves.  

List rankings are based on this employee feedback, which we analyze to determine the extent to which this experience is shared by the full workforce. Great Place To Work measures the differences in survey responses across demographic groups and roles within each organization to assess both the quality and consistency of the employee experience. Statements are weighted according to their relevance in describing the most important aspects of an equitable workplace. 

The best companies create great work experiences not just for management, but also for their part-time employees on the front lines, for those who’ve just joined and those who’ve spent their whole career there, for every race and ethnicity, gender, neurotype, or other demographic in the organization – we look at it all. Companies with the broadest set of employees who report positive workplace experience receive the highest rankings on lists.

In addition to analyzing employee feedback, for National List’s for companies in the Medium and Large size categories, we also consider what a company can tell us about their programs and workplace strategy. Each company also answers six essay questions that provide greater insight into how, and why the organization is great for all people. Responses are rigorously evaluated and cross-reviewed according to Great Place To Work’s research-driven criteria. From what companies share in datapoints and essays, we identify the organizations that offer the most generous, caring and innovative cultures that reflect a genuine commitment to meet the diversity of their people’s needs inside and outside the workplace as validated by what employees themselves report in survey results.
Where an industry list is being revealed (i.e. Healthcare, Technology) additional information provided from an organization in the form of a culture audit will not be considered; rather we analyze employee feedback from the Trust Index survey with the above methodology.

Because employee feedback drives these rankings, surveys must meet strict requirements for how they are distributed and the percentage of employees who respond to ensure they accurately represent honest feedback from the company’s full population. To be eligible for the list, companies must be Great Place To Work Certified™, have 10 or more employees in the country they are being Certified, and be operating in the industry relevant to a specific Industry list if applicable (i.e. Healthcare, Technology). If categories are being listed within a National list, category break downs are as follows: Companies with 10-29 people were considered for the Micro category; those with 30 to 99 people for the Small category; companies with 100 to 999 employees were considered for the Medium category; and those with 1,000 or more for the Large category. Some lists in certain countries may combine categories in which case that will be specified in the list breakdown.
While essay responses provide important context for rankings, only survey data can garner a list placement.

The data science behind this list from Great Place To Work®

Great Place To Work® has been surveying employees around the world about their workplace experiences for 30 years. We have developed a set of themes and metrics that not only predict whether employees feel their workplace is great, but predict retention, agility, and overall business success.  

Using our proprietary Trust Index™ survey, we measure the core of what we know creates great workplaces — key behaviors that drive trust in management, connection with colleagues, and loyalty to the company.  

The survey enables employees to share confidential quantitative and qualitative feedback about their organization’s culture by responding to 60 statements on a five-point scale and answering two open-ended questions.

Employees tell us whether leaders are accessible, communicate honestly and clearly, and if their actions match their words. They tell us whether they feel respected as individuals, if they receive training benefits, appreciation, support for their well-being and opportunities to contribute. They tell us whether they believe their company is fair related to pay, profits, promotions, recognition, favoritism and opportunities. They tell us if they are proud of their work, their team, and their company, and if they feel they make a difference and their work is meaningful. And they tell us whether they enjoy the people they work with, feel cared for and can be themselves.  

List rankings are based on this employee feedback, which we analyze to determine the extent to which this experience is shared by the full workforce. Great Place To Work measures the differences in survey responses across demographic groups and roles within each organization to assess both the quality and consistency of the employee experience. Statements are weighted according to their relevance in describing the most important aspects of an equitable workplace. 

The best companies create great work experiences not just for management, but also for their part-time employees on the front lines, for those who’ve just joined and those who’ve spent their whole career there, for every race and ethnicity, gender, neurotype, or other demographic in the organization – we look at it all. Companies with the broadest set of employees who report positive workplace experience receive the highest rankings on lists.

In addition to analyzing employee feedback, for National List’s for companies in the Medium and Large size categories, we also consider what a company can tell us about their programs and workplace strategy. Each company also answers six essay questions that provide greater insight into how, and why the organization is great for all people. Responses are rigorously evaluated and cross-reviewed according to Great Place To Work’s research-driven criteria. From what companies share in datapoints and essays, we identify the organizations that offer the most generous, caring and innovative cultures that reflect a genuine commitment to meet the diversity of their people’s needs inside and outside the workplace as validated by what employees themselves report in survey results.
Where an industry list is being revealed (i.e. Healthcare, Technology) additional information provided from an organization in the form of a culture audit will not be considered; rather we analyze employee feedback from the Trust Index survey with the above methodology.

Because employee feedback drives these rankings, surveys must meet strict requirements for how they are distributed and the percentage of employees who respond to ensure they accurately represent honest feedback from the company’s full population. To be eligible for the list, companies must be Great Place To Work Certified™, have 10 or more employees in the country they are being Certified, and be operating in the industry relevant to a specific Industry list if applicable (i.e. Healthcare, Technology). If categories are being listed within a National list, category break downs are as follows: Companies with 10-29 people were considered for the Micro category; those with 30 to 99 people for the Small category; companies with 100 to 999 employees were considered for the Medium category; and those with 1,000 or more for the Large category. Some lists in certain countries may combine categories in which case that will be specified in the list breakdown.
While essay responses provide important context for rankings, only survey data can garner a list placement.