SDB bank currently retain a total workforce of 1,381 individuals of which 719 are male employees and 662 are female employees. As an equal opportunity employer, we ensure that all employees are treated equally without discrimination based on age, gender, ethnicity or religion and strive to ensure fair representation within the workplace with 52% male and 48% female employees. All employees are evaluated based on their performance without preference.

During the year, despite a challenging external environment, we were steadfast in seeking the right skills and traits that could drive our strategy in the long term. We also continued to improve the existing talents of employees by providing them opportunities to enhance their capacities to perform their current job roles more effectively while strengthening their future career paths.

Training and Development

The professional development of employees mainly focused on leadership development towards succession planning and technical skill development to improve employee abilities. With this purpose, SDB bank conducted a range of trainings and development programs during the year to improve the employees at different levels of operations. As for the technical skill development, a training plan was developed. Based on the Training Needs Analysis, for the year under review, we focused on trainings related to credit skills and technical skills enhancement which is a vital requirement in the banking profession.

Accordingly, we conducted 132 training programs during the year covering 7 hours PP . These trainings were usually carried out by external resources who are competent in those areas. A key program was the credit skill training that was conducted in collaboration with Moody’s Analytics and IBSL. Besides, we encouraged employees to gain on-the-job training nurturing a learning culture within the organisation. In this way, trained staff members were persuaded to share their knowledge with their peers.

Enhanced attention was also given to the Management Development Workshops that were conducted focusing on the improvement of our leadership team in determining a succession plan. These trainings conducted by reputed coaches were carried out as one on one interactive sessions for the management level employees. Further, team-building exercises were also carried out at the regional level.

We strongly encourage a performance-based culture where employees are evaluated based on performance for their training needs and promotions within the organisations.

Talent Acquisition and Retention

We have put in place a robust mechanism to understand our capacity requirement. Based on that SDB bank’s recruitment policy outline the organisation’s recruitment practices for the entire organisation including branch-level staffing. Accordingly, we recruited a total of 17 individuals to our workforce during the year and of the total recruits (1.2% of total workforce), majority of them are between the ages of 26 and 35.

Recruitment only takes place upon justification of the need for such a position and the candidates were screened through a proper screening process to evaluate their suitability for a position. Psychometric tests were also carried out to obtain a clear understanding of the candidate’s cognitive ability, personality and work behaviour at the final interview.

Considering the prevailing situation of the country during the financial year, our employee turnover rate remained relatively high. However, we continue to make every effort to retain well-performing employees providing them with industry-par remuneration, a range of benefits, and opportunities for promotions including rewards based on their performance. In addition, they were also provided with opportunities for growth through special trainings local and overseas. Even at the branch level, employees were evaluated based on the branch performance, profitability, and managers’ feedback where teams were rated for increments, benefits and rewards.

Benefits

• Medical insurance
• Employer’s contribution to EPF-14% (above the minimum requirement of 12%)
• Membership in the Welfare Society
• 21 days annual leave, 14 days medical leave, carry forward 7 days of unutilised annual leave, maternity leave and special leave for critical illnesses
• 2 years of no pay leave for employees pursuing higher education opportunities abroad, subject to assigned bond
• Provision of feeding breaks for female employees with infants during the first year
• Professional membership subscription reimbursements
• Financial assistance for completion of banking exams
• Higher education assistance

Employee Engagement

Engaged employees remain more involved and dedicated to their job roles and demonstrate improved efficiency and productivity at the workplace. In recognising this, we made continuous effort to keep our employees engaged in reinforcing their connection with the organisation, boosting output as well as facilitating a culture of solidarity. We utilized the following engagement channels to sustain our connectivity with the employees.

• Well-connected HR network with a representative from each branch acting as HR Lead
• A monthly forum termed ‘HRtogether’ providing space for branch employees to voice their concerns to the head office contact point
• ‘Better You’ WhatsApp group for valuable information sharing

We are currently engaging in obtaining Great Place to Work Certification having conducted the first phase of the survey in 2021. Based on this survey we were able to identify key areas for improvement thereby taking action to address the same. The second phase of the survey was carried out in 2022.

Workplace Health and Safety

All employees have a right to be safe at work and hence we remain morally obligated to ensure the health and safety of all our staff in maintaining efficient and productive outcomes. Apart from implementing all the necessary health guidelines during the COVID phase, we promote a healthy and safe work environment through regular medical screening of employees for their mental and physical well-being.

During the pandemic period, we carried out the following to ensure the health and safety of employees.

• Implementing safety practices such as hand washing, temperature checks, frequent disinfecting of offices, remote working, maintenance of social distancing
• Provision of an insurance policy to cover COVID-related expenses
• Special scheme to reimburse any costs exceeding the insurance limits of employees
• New travel scheme and reimbursement mechanisms
• Arrangement of intermediate care facilities for infected employees
• “Ayubo Life” a 24-hour hotline enabling our staff to call and obtain medical advice and be guided through the process of recovery
• Distribution of dry rations and other essential items to the staff
• Appointment of dedicated HR personnel to connect with infected staff

Employee Grievance Mechanism

We are committed to addressing any complaints from employees that may arise from various issues such as miscommunication, harassment, unfair treatment, financial consequences as well as challenges in the external environment. For this purpose, we have established a comprehensive grievance handling policy where we handle such concerns in a structured manner encouraging all our employees to voice their concerns in confidence to their superiors. The open-door policy also ensures that employees have the freedom to approach their superiors (Immediate superior, Head of HR or CEO) to raise their concerns. We have also put in place a Whistle-Blower Policy where employees are encouraged to come forward and voice their concerns thereby taking action to resolve them appropriately and on time.

Work-life balance

A healthy work-life balance enables employees to maintain an equilibrium between the pressures of work-life and one’s commitments. On another level, this will also enhance the organisational reputation through people’s enhanced productivity due to higher commitment. With this intent, we have promoted work-life harmony within the organisation.

At SDB bank, we promote work-life balance through the following initiatives.

• Lifeline Program that conducts discussions with experts on relevant topics related to life skills
• Internal competitions (eg. language proficiency)
• Power Hour
• SDB Ape Gedara
• SDB Api e-Magazine
• Pick a Book Corporate and Pick a Book, Junior
• Seasonal events (Dharmadeshana, Bakmaha ulela, Carols, Bakthi Gee etc.)
• Children’s club for employee children
• Photography club
• Fitness club

Compliance

In further strengthening our human resource practices, we adhere to all the relevant law and regulations that are applicable to human resources. These include the regulations under Shop and Office Act, all applicable labour laws in the country and banking standards. There was no breach of compliance during the year under review.