The table below shows gender pay gap data for the three main operation functions at our airline subsidiary. Unlike the earlier functions, remuneration for these roles are tenure-based, measuring the individual’s flying hours and number of years working at AirAsia. The differences in pay levels are due to a historical industry-level bias that produced more male pilots and engineers. AirAsia has been making significant efforts to address this by employing and training more female pilots over the past decade than any other airline in Asean. This is evident from the relatively high number of female AirAsia pilots in 2021 at 6.1% compared with the global average of 5.8%, according to Statista.com. We will continue to support women pilots joining the ranks. As our current cohort of female pilots rise in seniority and flying hours, the pay gap will diminish over time. A similar situation applies to our employment of aircraft engineers. The gender imbalance among engineers is an issue we have tried to address. However, this is curtailed by fewer female aircraft engineers joining the workforce. As the sector recovers, we will be able to consider devoting more resources into establishing a cadet programme for female aircraft engineers and improving our sourcing to attract more applicants as this continues to be a challenge. Gender Pay Gap - AirAsia Job Category Gender 2021 Number of employees Percentage, % Pay Gap Captain Male 1,062 97% -8.86% Female 32 3% First Officer Male 1,026 91% -8.09% Female 103 9% Licensed Aircraft Engineer Male 336 96% -12.73% Female 15 4% Other Engineer Male 152 82% -23.34% Female 34 18% Cabin Crew Male 981 32% 3.76% Female 2,073 68% Super Equal At airasia Super App, women make up 52% of the total workforce. The business also has one differently-abled Allstar on board. Anti-Harassment Policy On 1 November 2021, the Group published an updated Anti-Harassment Policy to replace the previous Anti Sexual Harassment Policy reiterating our zero tolerance for harassment of any form. Allstars were made aware of the Anti-Harassment Policy via email notifications, following which the policy has been made available on our shared drive which is accessible to all Allstars. In addition, to create greater clarity on acceptable or unacceptable behaviours, our Employee Relations team is developing an online e-learning module on harassment, which we hope to upload onto our e-learning platform in the first quarter of 2022. This module will be accessible to all current employees and introduced into the orientation training list for all new employees. Allstars can also connect directly with the Employee Relations team via our askPAC should they have any query or complaint with regard to harassment. Reports on harassment will be investigated, and appropriate action taken against any employee found guilty. This includes the possibility of dismissal. S U S T A I N A B I L I T Y S T A T E M E N T A N N U A L R E P O R T 2 0 2 1 1 4 5
RkJQdWJsaXNoZXIy ODU0MjU5