To our stakeholders:

I am pleased to confirm that Deloitte Business Advisory Sdn Bhd (formerly known as Deloitte Risk Advisory Sdn Bhd) reaffirms its support of the Ten Principles of the United Nations Global Compact in the areas of Human Rights, Labour, Environment and Anti-Corruption.

In this annual Communication on Progress, we describe our actions to continually improve the integration of the Global Compact and its principles into our business strategy, culture and daily operations. We also commit to sharing this information with our stakeholders using our primary channels of communication.

Sincerely yours,
Justin Ong Kean Hu
Executive Director

At Deloitte, we want everyone to feel that they can be themselves and thrive at work. For our LGBT+ colleagues it means knowing that they will be seen and heard as their true authentic selves, valued, and appreciated for all that they are and what they contribute to our global purpose to make an impact that matters.

• Provide workers with COVID-19 vaccination leave, 1 off-day post vaccination days to allow sufficient rest, total 2 days off per vaccination.
• We employed paralyzed individual professional with qualification, creating room and career opportunity for people with disabilities (link)
• Include and support lesbian, gay, bisexual, and transgender (LGBT), anti-discriminatory laws.
• Protect workers from workplace harassment, including physical, verbal, sexual or psychological harassment, abuse

Demographics of management and employees broken down by diversity factors (e.g., gender, ethnicity, age, etc.), personal information is strictly confidential
Women empowerment, success stories of selected woman employees are the evidence. (link)

At Deloitte, we take pride in fostering a diverse and inclusive workplace for our people to grow. We recognise each individual’s unique personalities, harness diverse strengths, and celebrate the success of everyone as one.
We have heard many stories of our people embracing their unique passions and ambitions, as well as how Deloitte has supported them in their work-life choices. A collection of these stories are created, showcasing how they juggle their career and hobbies, pursue their interests outside of work, and growing both professionally and personally.
While we celebrate the diversity of our people and recognise their unique differences, we found many similarities in how our people making an impact in the community by volunteering their time, overcoming challenges with a positive attitude, and pursuing their hobbies outside of work!

• Encourage work life balance in career advancement (link).
• Workforce women empowerment, organise Deloitte Women’s Leadership Launch annually, entitled “Own it, Live it, Link it” (link)
• Create safe and hygienic working environment for all employees especially during COVID-19 pandemic.
• Ensure that the company does not participate in any form of forced or bonded labour.
• Comply with minimum wage standards, effective as of 1st February 2020, the minimum wage in Malaysia is now RM 1200 per month.
• Ensure that employment-related decisions are based on relevant and objective criteria, supported by career

Rate of occupational diseases, injuries, and absenteeism are often being measured and recorded, it is compulsory for all employees to weekly update health status during COVID-19 pandemic.

Environmental sustainability continues to be a C-suite level priority for Deloitte and advancing Deloitte’s progress on sustainability and climate change has been prominent on the agenda of the Deloitte Societal Impact Council, a senior leadership group focused on Deloitte’s social impact and responsible business agenda. Council participants are drawn from across geographies and businesses and includes members of the Deloitte Global Board of Directors, the Deloitte Global Executive and other senior leaders. The council is co-chaired by the Deloitte Global CEO and Deloitte Global Board Chair, underpinning the importance of this agenda.

During FY2020, one of the main activities of the Societal Impact Council was to define Deloitte’s commitment to addressing climate change. As a result, WorldClimate, a new climate change strategy, was formulated to focus the organization on making responsible climate choices.

• Achieving net-zero greenhouse gas emissions by 2030; (link)
• Addressing Deloitte’s internal policies and procedures to align with its climate ambitions;
• Educating and inspiring Deloitte people to act on climate change; and
• Working with ecosystems for collective impact.
• Aim to achieve the goals established by the Climate Group’s RE100, EV100, and EP100 initiatives, through WorldClimate strategy to accelerate our net-zero transition.
• Ensure emergency procedures to prevent and address accidents affecting the environment and human health
• Minimize the use and ensure safe handling and storage of chemical and other dangerous substances in office building environment (i.e. detergent, cleaning liquids, flammable disinfection solutions)

Measurement of resource usage for electricity, water and other utilities are constantly being reviewed.

The Deloitte Asia Pacific member firm, its participating firms and all of their partners and staff shall not be
engaged in any of the following activities, in any geography or abroad:
 Offering, promising nor paying bribes nor accepting them, nor inducing or allowing any other party to
make or receive them on their behalf or other Deloitte Member Firms.
 Encouraging or permitting persons associated with it to offer, promise or pay bribes or receive bribes
(whether directly or indirectly) in relation to a contract to supply the Deloitte Asia Pacific member firm, any
one of its participating firms or any other Deloitte member firm.
Bribes or bribery includes offering, promising, giving, accepting, or soliciting payments or other benefits
designed to gain any improper business advantage.

SEA Anti-Bribery and Corruption Policy (SEA DPM 1550 Anti-Bribery and Corruption) which includes:
• Policies on Anti-bribery and corruption
• Requirement on Third Party Due Diligence Process
• SEA Policy on Gifts, Entertainment & Hospitality
• Guidelines on selecting suppliers & contractors
• Escalation process on reporting of violations related to bribery and corruption
• Disciplinary sanctions on non-compliance with the policy
• Mention “anti-corruption” and/or “ethical behavior” in contracts with business partners
• Ensure that internal procedures support the company’s anti-corruption commitment

All new recruits are committed to be trained and undergo Anti-Bribery and Corruption Policy assessment within 30 days after joining Deloitte work force.