We are committed to human capital management and health and safety, and we contribute to the communities where we operate.
Keppel recognises that our people are fundamental to the Company's performance. We seek to build a highly trained workforce led by people-centric leaders, and are committed to building positive employee well-being, upholding fair employment practices, and empowering a diverse and engaged workforce.
Together with our stakeholders, we strive to build a Keppel for all, where employees feel valued, respected and engaged.
We adopt fair employment practices and comply with local labour regulations across our global operations, including minimum wage laws, where such laws apply. We believe that hiring from local communities enhances our ability to understand local needs and strengthens our capabilities on the ground. We also develop talents locally to assume management positions.
We endorse Singapore’s Tripartite Guidelines on Fair Employment Practices and are a signatory of the Employers’ Pledge of Fair Employment Practices. Keppel is also a signatory of the Singapore Business Federation’s Sustainable Employment Pledge.
We uphold and respect the fundamental principles set out in the United Nations (UN) Universal Declaration of Human Rights and the International Labour Organisation’s Declaration on Fundamental Principles and Rights At Work. Our approach to human rights is guided by the UN Guiding Principles on Business and Human Rights.
Our commitment to human rights is supported by Keppel’s Code of Conduct, which sets the tone in relation to Keppel’s stance against discrimination and harassment on any basis. Keppel also supports the elimination of any exploitative labour practices through its policies, planning and administration of employment practices.
Keppel’s whistle-blower reporting channel, which is available publicly on our website, is widely communicated and made accessible to all stakeholders.
We believe that people should have access to opportunities regardless of age, gender, ethnicity, nationality, religion, marital status, pregnancy status, caregiving responsibilities, mental health conditions or disability. Our stance on diversity and inclusion is articulated in the Keppel-wide Diversity, Equity & Inclusion Policy.
Our hiring policies ensure equal employment opportunities for all.
We empower employees through learning and development programmes that help them realise their full potential. Our platforms and divisions also organise learning and development initiatives specific to their businesses.
Keppel is committed to providing a safe and healthy working environment. We believe in building a proactive safety culture and advocate for continuous improvements in health and safety standards, both in our operations and in the broader community.
The Company’s leadership sets the tone and leads by example in strengthening our safety culture. We also engage and empower the workforce to speak up when they encounter any unsafe act or practice. We ensure high safety standards for our products and services to safeguard customer health and safety.
We focus on strengthening our frameworks and management systems as well as promoting a culture of HSE ownership across our operations. We are committed to continually improving our HSE performance by setting and reviewing targets, as well as monitoring and evaluating progress through performance management and audits.
Our approach to HSE management is guided by Keppel’s Zero Fatality Strategy, which comprises five strategic thrusts: building a high-performance safety culture, adopting a proactive approach to safety management, leveraging technology to mitigate safety risks, harmonising global safety practices and competency, and streamlining learning from incidents.
All employees and contractors at the worksites where Keppel has operational control are covered by our HSE management systems. All employees and third-party suppliers and contractors are expected to abide by Keppel's HSE policy, which places the highest priority on the health and safety of people and the protection of assets and the environment.
Across the Company, we establish and implement procedures to identify, assess and mitigate safety and health hazards in our operations.
Our operational and safety teams conduct periodic workplace inspections and internal audits. Union workers and subcontractor representatives are invited to participate in meetings where the identification of hazards, assessment of risks and the application of control measures are discussed.
We are also leveraging a cloud-based platform to record HSE processes, such as hazards reporting, HSE inspections and audits, as well as permit-to-work applications. The integrated platform provides predictive analyses to identify safety hazards and implement risk mitigation measures proactively.
All incidents and near misses have to be reported and investigated so that lessons can be learnt and shared to prevent recurrence.
At worksites, safety time-outs are conducted immediately after an incident occurs to heighten awareness among the involved work groups.
Keppel also has procedures in place to monitor and investigate any occurrences of occupational disease at sites based on the respective region’s regulatory requirements.
We empower and train our stakeholders to ensure that all personnel are updated on HSE measures and best practices, including migrant workers who are part of our workforce. Our subcontract workers undergo the same safety training as Keppel employees. All workers must undergo High Impact Risk Activities (HIRA) training which covers high-risk activities specific to each worksite. Training is conducted to equip HSE personnel with the skills to effectively manage safety risks.
Keppel creates direct and indirect economic value for its stakeholders. Keppel’s business operations generate employment for its staff, opportunities for suppliers, products and services for its customers, and tax revenues for governments.
In addition, Keppel aims to deliver lasting social and environmental benefits to the communities where we operate, through community investments, commercial initiatives and charitable donations.
Keppel commits up to 1% of our recurring income to worthy causes that resonate with the Company’s values. These include caring for the underprivileged, protecting the environment, and supporting education. We disclose the impact of our community investments in our annual Sustainability Report.
Keppel also supports sustainability-related industry/business associations and think tanks which are aligned with our purpose of creating solutions for a sustainable future, as well as those which promote good corporate governance and sustainable business practices.
In Singapore, contributions to Institutions of a Public Character (IPCs) are coordinated and disbursed by Keppel Care Foundation, Keppel’s philanthropic arm, which is governed by its own Board of Directors. As at end-2023, the Foundation had disbursed close to $56 million to worthy causes since its launch in 2012.
Beyond philanthropic giving, Keppel encourages employees to be responsible citizens. To encourage volunteerism, Keppel grants employees up to two days of volunteer leave each year. Since its inception in 2000, Keppel Volunteers has harnessed the Company's diverse resources, strengths and talents to spearhead activities that make meaningful contributions to the community. In 2023, Keppel Volunteers contributed 11,450 hours of community service.
