CIMB Group Holdings Bhd introduced fresh policies for staff with special needs children by providing financial assistance and flexi-work arrangements to help them focus on both their children and career.

These policies allow eligible employees to work from home one day per week and receive financial assistance of up to RM1000 per child monthly, reflecting the Group’s understanding that raising specially-abled children requires both time and additional funding.

These latest enhancements to the Workplace Wellness@CIMB programme reinforces CIMB’s corporate-with-a-heart philosophy that continuously strives to create a work environment which enables its employees to become more productive, regardless of their personal circumstances, which in turn supports talent retention.

The policies were announced and launched by Datuk Hamidah Naziadin, Group Chief People Officer, CIMB Group in conjunction with CIMB’s “Empowering Women” lecture series which focused on “Promoting Equality and Optimising Social Value Creation”. Guest speakers included Her Excellency Vicki Treadell, British High Commissioner to Malaysia, Cherrie Atilano, Founder & CEO, AGREA Agricultural Systems International Inc and Ho Yuet Mee, Independent Director of CIMB Islamic Bank.

Hamidah said, “People are our most valued asset in CIMB and they have always been a strategic driver for CIMB’s business growth. With 36,000 staff across 16 countries from different cultures and backgrounds, we believe in providing an environment to enable each employee to contribute effectively towards CIMB’s business goals. To that end, our Workplace Wellness@CIMB programme is continually enhanced to ensure that each employee – regardless of his/her unique needs and personal circumstances – stands in good stead to develop their career in CIMB. This will, in turn, contribute to employee wellbeing and work-life fulfillment, which naturally translates into a more positive and productive workforce. This is also consistent with our emphasis on promoting workplace diversity and inclusivity.”

As part of promoting wellbeing while building a gender-balanced and an inclusive ecosystem, CIMB’s “Workplace Wellness@CIMB” is a comprehensive work-life initiative to support staff in both their professional and personal aspirations.

Initiatives under this programme includes the Staff Rejuvenation Programme which allows up to six months’ unpaid leave for personal reasons, such as caring for children or ailing family members, extended maternity leave of up to 12 months, or a career break, without jeopardising the staff’s position and seniority.

Earlier this year, CIMB launched a work-from-home policy called Flex4Moms to allow female staff who are mothers with children aged 5 years and below to work from home for one day per week, in an effort to encourage them to remain on the career grid while fulfilling their parental responsibilities. First-time fathers are also allowed a 30-day paid paternity leave.

Additionally, facilities like childcare centres and nursing rooms for mothers at CIMB offices complement policies like Flex4ALL which allows flexible working hours for staff to take care of their children or loved ones.
CIMB also provides 0% housing loans for eligible lower income staff.

Twitter