Gender Diversity

Pupuk Indonesia believes that diversity and inclusion are key to achieving sustainable success. As part of our commitment to support diversity, we continue to strive to increase the participation of women in various levels of management and STEM (Science, Technology, Engineering, and Mathematics) fields.

The role of women in Pupuk Indonesia's management continues to grow along with the improvement of gender equality throughout the organization. Currently, women have filled several key positions in leadership, contributing significantly to the company's strategic decision-making. By continuing to provide career development opportunities and support, we are optimistic that the role of women in management will continue to increase in the future.

In STEM fields, which men traditionally dominate, Pupuk Indonesia has also increased female participation. We encourage women to explore technology, engineering, and science careers through various training, development, and empowerment initiatives.

Through this initiative, Pupuk Indonesia is committed to continuously supporting and promoting diversity in the workplace, creating an equal environment for all, and realizing the full potential of all our employees regardless of gender.

Employee data by position at Pupuk indonesia:

1. PI Group's percentage of female directors is 30,4%
2. PI Group's female BOD-1 presentation of 16,51%
3. PI Group female BOD-2 presentation of 12,56%
4. The percentage of female Managerial BOD-3 in PI Group is 8,49%
5. The overall percentage of women involved in PI Group Management is 11,08%.

Employee data by position at Pupuk indonesia:

1. The percentage of women in Marketing positions is 10%
2. The percentage of women in Technology positions is 35,82%

Employee Training

In supporting the achievement of World Class Human Capital, Pupuk Indonesia consistently enhances employee skills, knowledge, and competencies while providing growth opportunities to drive both professional development and increased performance and contributions to the company. This is achieved through leadership training programs, coaching & mentoring, in-house & public training, certification programs, and study assignments. Pupuk Indonesia increased its investment in employee development by 82% in 2023 compared to the previous year.

Support Facilities

Pupuk Indonesia places employee health and well-being as the main pillar in creating a productive and harmonious work environment. We provide work facilities that are clean and safe and support employees' mental and physical well-being. To help employees balance their professional and personal lives, the Company implements flexible working hours, including a Work From Home (WFH) system. In addition, supporting facilities such as lactation rooms and childcare are available to support the convenience of employees, especially parents. The Company also encourages employees’ physical health and mental health through health socialization in print media, health webinars/seminars, and the VIRAL (Virtual Running, Walking, and Cycling) program, as well as employee Sports Communities, including Diving, Running, Riding, Golf, Bicycle, Tennis, Basketball, Soccer, and others. These efforts aim to maintain employees’ physical and mental health, increase productivity, and support the sustainability and growth of the company.

Respectful Workplace Policy

Pupuk Indonesia's commitment to the Respectful Workplace Policy (RWP) aligns with the Circular Letter from the Minister of State-Owned Enterprises No. SE-3/MBU/04/2022, which Pupuk Indonesia has ratified through the RWP guidelines policy PI-SDM-PD-009. The Respectful Workplace Policy emphasizes the importance of ethical behavior, equal opportunities, and the protection of employee rights, ensuring that each individual can work in a supportive environment, free from discrimination, harassment, or unsafe conditions. Under this policy, Pupuk Indonesia is committed to:

1. Strictly prohibits all forms of sexual and non-sexual harassment, whether in daily interactions, written communications or in any context in the work environment.
2. Zero tolerance for discrimination based on race, religion, gender, sexual orientation, age, disability, or other background, and strict disciplinary action be taken against individuals found to have committed harassment or discrimination.
3. Raising awareness, providing a deep understanding of unacceptable behavior, and ways to report incidents of harassment and discrimination.

All employees are required to report incidents of harassment and discrimination directly to their supervisor or through anonymous reporting channels, with assurances of confidentiality and protection from retaliation.

Employee Performance Assessment

Pupuk Indonesia utilizes Management by Objectives (MBO) and team-based performance assessments to ensure that employees have clear, measurable work goals and can effectively contribute within a collaborative team context, as outlined in the Key Performance Indicators (KPIs) for each unit. Additionally, individual contributions within team settings are evaluated to foster synergy and collaborative effectiveness, with these assessments incorporated into each employee's individual KPIs. This approach ensures that employees are not only focused on achieving personal targets but are also aligned with the team’s success and the overall objectives of the company.

As part of its performance evaluation process, Pupuk Indonesia adopts performance coaching and mentoring, emphasizing effective employee development through an open culture of dialogue between unit leaders and employees. Pupuk Indonesia is committed to optimizing results for the company, valuing individual contributions, and continuously enhancing overall performance.

Employee Experience Survey

In addition to the ongoing employee welfare program, Pupuk Indonesia also monitors the results of the program implementation through the Employee Experience survey. Employee Experience measurement is in line with the Human Experience Management Roadmap. The Employee Experience survey uses the Employee Experience Framework adopted by Josh Bersin with the main elements measured, namely meaningful work, strong management, positive workplace, health & well-being, growth opportunity, and trust in the organization, as well as one supporting element, namely technology & services. Overall Employee Experience 2023 Survey Results, 83,41%, Employee Experience 2023 Survey Target 70%.

Employee Recruitment

Pupuk Indonesia believes that diversity and equal opportunity are essential factors in creating a productive and committed workforce. Therefore, the company provides various job opportunities to all individuals, regardless of ethnicity, religion, race, or political views. Any individual who meets the competency requirements has the right to participate in the recruitment process, whether conducted externally for the public or internally. Additionally, Pupuk Indonesia has accommodated people with disabilities in the recruitment process, ensuring they have the same opportunity to join and grow in an inclusive work environment.

In addition to external recruitment, the company has actively engaged in internal recruitment from 2020 to 2023. The percentage of position fulfillment through internal recruitment compared to available positions reached 90% in 2020. In 2021, with no external recruitment program, 100% of positions were filled through internal recruitment. In 2022 and 2023, the fulfillment of positions through internal recruitment reached 93% and 98%, respectively.

Risk to Employee Rights

Pupuk Indonesia is committed to upholding human rights principles across all its operational activities. This commitment is realized through efforts to create an inclusive, safe work environment that respects the dignity of every individual. To maintain this commitment, Pupuk Indonesia has identified key human rights risks that may arise within the Company’s ecosystem, particularly concerning labor issues, and has developed strategic mitigation measures to prevent potential violations that could impact employees and the Company's operations.

Risk		Mitigation
Discrimination The risk of discrimination based on ethnicity, religion, race, and intergroup differences, as well as against individuals with disabilities, remains a challenge in fostering a fair work environment. Such discrimination may include denial of job opportunities, barriers to training or career development, and verbal, physical, or harassment that creates an uncomfortable and non-inclusive workplace atmosphere. These issues can hinder minority employees' professional growth and increase the risk of complaints or legal claims related to human rights violations.		Developing a clear written policy that strictly prohibits all forms of discrimination, whether during recruitment, performance evaluation, career development, or daily interactions. This policy is widely disseminated and integrated into the company's code of ethics. Designing an inclusive recruitment process ensures that qualifications and competencies are the sole basis for selection, regardless of ethnicity, religion, race, and intergroup differences, and actively opening opportunities for individuals with disabilities. Providing equal opportunities in career advancement, remuneration, and employee benefits. Adjusting job roles for employees with disabilities, including providing adequate facilities and workplace accessibility. Enforcing firm and consistent penalties for violations, applied transparently to demonstrate the company's zero tolerance for violence or harassment. Establishing transparent reporting mechanisms through a whistleblowing system and the Call US PI Smart labor reporting system, accompanied by regular monthly monitoring to address incoming complaints.
Industrial Relations Disputes Risks related to industrial relations disputes, including disputes over rights, interests, and termination of employment, can lead to conflicts between involved parties. Such conflicts may disrupt productivity and create a negative atmosphere in the workplace. On a larger scale, these issues could result in strikes, financial losses, and a company's public reputation decline.		Monitoring all meetings of the Bipartite Cooperation Institution within the PI Group to ensure understanding of the rights and obligations of all parties involved. Educating employees about their labor rights while providing dialogue forums or grievance channels to discuss and resolve emerging issues in labor relations.
Below Minimum Wage Compensation The risk of compensating below the Regional Minimum Wage violates employees' rights to a decent livelihood. Potential impacts of this risk include employee demonstrations, increased resignation rates among potential workers, operational disruptions, and sanctions from relevant authorities.		Ensuring payment of wages that meet or exceed the applicable regional minimum wage standards without discrimination. Conducting regular evaluations of the payroll system to ensure employees receive compensation and benefits aligned with their entitlements.

Through this proactive approach, Pupuk Indonesia demonstrates its commitment to upholding human rights within the workplace while striving to create an ecosystem that fosters employee growth and supports the company’s sustainability.