Health & Safety
The health and safety of our Allstars and guests is of paramount importance. This is reflected in the continued investment we make into enhancing safety and the awards and certifications that we receive.
Group Operational Quality Assurance (GOQA) certified since 2018
IATA Operational Safety
Audit (IOSA) Certification
Renewed in Aug 2021
7-star safety rating
for a second year in a row
Despite reduced flight activity, our Group Operational Quality Assurance Department undertook an extensive schedule of operational audits throughout 2021.
Joint Station Compliance Audits
Internal Operational Audits
Similar progress was achieved in ensuring occupational health by the Safety Department. With safety culture deeply entrenched in AirAsia, our Safety team focused on providing safety training to Allstars in other Capital A subsidiaries.
Hours of Redeye Training to use new reporting system for Covid-19 infections
Hours of NIOSH Training to reduce work-related risks
Hours of Safety Induction Training for new Allstars entering AirAsia premises
Hours of Airside Safety Training on airside safety procedures and processes
These trainings help maintain our excellent occupational health safety record which resulted in zero facilities in 2021, a track record we have maintained for more than a decade.
-49% compared to 2020
To minimise the risk of Covid-19 transmission on our flights, our safety on board measures were enhanced to include a new policy, announced in October 2021, to accept only vaccinated adults.
Minimisation of check-in contact through FACES, mobile check-in, self-baggage drop and digital boarding pass
Regular disinfection of counters and kiosks
HEPA filters ensure the highest level of air quality with 99.997% micron filtration
Disinfection carried out on all aircraft daily and thorough cleaning during each transit
As our Allstars return to the workplace, a clear set of guidelines were communicated to ensure Allstars and guests are aware of safety policies and procedures in place.
Temperature checks prior to entering office premises
FACES activated turnstiles at office entry points
Random Covid-19 testing
Regular disinfection of workstations
Maximum number of users for meeting rooms to enable effective social distancing
Covid-19 reporting internal portal so that office contacts are traced and work space sanitised
Talent Attraction & Retention
Capital A recognises the value of diversity for the different perspectives that it brings to enhance our decision-making processes. We do not tolerate any form of discrimination on the basis of race, ethnicity, religion, cultural background, gender, age, sexual orientation, disability or nationality. Our age and nationality diversity are as represented below:
To meet UN SDG5 on Gender Equality, we invested heavily to increase the representation of women especially in technical roles. The results of our decades-long effort has borne fruit with the current employment of 135 female pilots. However, we recognise that we still have a long way to go towards achieving gender equality across the board.
To help guide development of policy, we conducted our first group-wide Diversity, Inclusion and Belong survey and our first gender pay gap analysis. Other than industry-wide bias with fewer women in aviation, especially technical roles, our employment track record shows no systemic gender bias at employment and in pay scales. As an example, women make up 52% of the total staff strength at airasia Super App.
New hires by gender
global average: 5.8%
Gender Pay Gap
No gender bias in pay scales
Two other key strategic drivers help us maintain a competitive position in attracting talent, namely competitive remuneration and benefit packages, as well as opportunities for career and skills development. Our benefits cover our Allstars’ financial, physical and emotional well-being.
- Career Advancement
- Financial Health
- Flexible Working Arrangements
- Work-life Support
- Travel Benefits
- Medical/Life Benefits
- Conducive Working Environment
- Allstar Health Coach Programme
- Family Well-being
- Work Culture
- Employee Assistance Programme
- Allstar Peer Support Programme
- Aareena Oasis mental health support
To power our transition to become a digital travel and lifestyle company, training investment forms an important aspect of our talent management and development efforts. In 2021, we invested over RM10 million in employee training.
Average training hours
Capital A recognises the importance of investing in our community and we have done so consistently through philanthropic programmes undertaken by AirAsia Foundation and through employee volunteerism.
The total value of Capital A’s community investment and humanitarian activities in 2021 can be summarised as
spent in community initiatives
Our main cash contribution was provided by AirAsia Foundation in continuing its mission to support the growth of social enterprises in Asean. A total of RM60,000 was disbursed in 2021 to Malaysian social enterprise Dusun Merdeka to revive natural cocoa cultivation as a secondary income for indigenous farmers while preserving biodiversity. Through the grant,
Indigenous families earned supplemental income from harvesting cocoa
Native trees were planted to enhance biodiversity
Other than chemical-free cocoa cultivation, airasia farm also collaborated with Malaysia’s Federal Agriculture Marketing Authority to promote Malaysia’s Harumanis mangoes. Through this initiative
Farmers in the northern Perlis state distributed their mangoes nationwide
Mangoes were sold in a month
With pandemic lockdowns causing severe disruption to business, the Foundation’s social enterprise shop, Destination GOOD, pivoted to expanding its online shop DestinationGOOD.com. Through this, a total of RM50,767 was generated from the sale of products by 26 social enterprises.
The Foundation’s social enterprise mission enabled us to support social enterprises with six main social purposes:
Arts & Culture
Another area that saw active involvement of AirAsia Foundation and Allstars is in providing relief to communities affected by climate events. Spurred by the impact experienced by our own colleagues, we rallied to do our part to help survivors of climate disasters to rebuild and recover.
Raised to fund post-flood rebuilding
Donated by Allstars for emergency relief
The same Allstar spirit propelled a spike in employee volunteerism as Capital A stepped up in response to public health needs. We utilised our communications channels to amplify public campaigns to encourage Allstars and members of the public to be vaccinated. Volunteers were also mobilised in Malaysia, Indonesia and the Philippines to support vaccination drives.
Vaccination drives in RedQ and RedHouse
Covid-19 Care Kits & multivitamins distributed to staff and travellers
Another programme of AirAsia Foundation is the #KnowtheSigns Anti Human Trafficking module, which aims to ensure all frontline Allstars are able to recognise signs of human trafficking at all the major hubs. We are comitted to ensuring our operations are free from unethical labour practices such as forced labour, child labour and all forms of discrimination.