We are dedicated to empowering our colleagues by building an inclusive organisation and providing them with professional development opportunities.
We respect our colleagues’ lawful right to freedom of association and collective bargaining. Our approach is to maintain mutually-trusted and respectful relations with employee unions. We hold regular meetings with union representatives to understand and to address their concerns and expectations.
In Singapore, we engage three unions, namely the Banking and Financial Services Union, The Singapore Bank Employees’ Union and The Singapore Manual & Mercantile Workers’ Union. We engage four unions in Malaysia (National Union of Bank Employees, Sarawak Bank Employees’ Union, Sabah Bank Employees’ Union and Association of Bank Officers Peninsular Malaysia) and one in Indonesia (Serikat Pekerja United Overseas Bank).
The collective bargaining agreements we have with the unions cover wages and working conditions such as working hours, retirement age and re-employment, shift work, allowances, transport reimbursement, leave benefits, medical benefits, insurance benefits and grievance procedures.
Colleagues who can be represented by unions include:
At UOB, diversity spans gender, culture, ethnicity, nationality, experience and skillsets. Creating and maintaining a supportive work environment in which every individual can succeed in their career is a critical part of our strategy in serving the needs of our diverse customer base. Under our Recruitment Policy, we practice non-discriminatory hiring, with all hiring decisions based on each individual’s merit and suitability for the role in accordance with business needs, job requirements and qualifications.
We value people who can contribute their skills and experience, as part of our inclusive people strategy.
Our gig employment model in Singapore, Gig+U, enables retirees and women who have left the workforce to take on flexible work that suits their needs and work-life priorities. Employees hired under Gig+U receive equal pay and enjoy the same benefits such as leave entitlements and medical insurance coverage as their peers with similar roles in the Bank, subject to their employment status.
UOB Scan Hub
Since 2013, we have been championing disability inclusion through the UOB Scan Hub in Singapore — our centre for digitising documents from various functions. At UOB Scan Hub, we hire persons with disabilities and create meaningful employment and career opportunities for them based on their abilities. We also partner the Autism Resource Centre (ARC) and SPD in Singapore on a structured training programme for persons with disabilities to ensure that work processes and office environments are suited for their needs.
Maternity leave of up to 16 weeks; shared parental leave of up to four weeks, in addition to paternity leave of up to 20 days; and infant care no-pay leave of up to 12 days
Dedicated nursing rooms, which are fully equipped and include security access for greater privacy
UOB has in place several functional academies and provides a range of programmes to help our people develop the technical and leadership skills they will need to have successful careers.
These programmes include:
We also support career mobility and reskilling opportunities for colleagues to move to roles within the organisation that may be in greater demand or be of greater relevance. In addition, we provide our people with access to more than 8,000 online courses through our collaboration with LinkedIn Learning and other course providers.
UOB is committed to fostering a meritocratic and high-performance workplace culture. Our integrated performance management framework, PEAK (Plan, Engage, Appraise, Keep Track), reinforces our UOB values of Honour, Enterprise, Unity and Commitment.
The PEAK framework is designed to support career development by assessing and rewarding performance in an objective and fair manner. Using the PEAK framework, colleagues consult their managers to establish their business and personal development goals at the start of the year. Managers then hold PEAK performance discussions with their team members throughout the year to review their progress against agreed key performance indicators (KPIs) and to address their challenges.
Our PEAK process is supplemented by the Performance and Development Council (PDC), where senior management discuss employees’ performance and development needs in a fair and transparent manner, and 360˚ feedback, through which direct reports, peers and internal stakeholders provide anonymous feedback on the appraisee for important but hard-to-measure behaviours such as values, collaboration and employee development.