Our Targets

• Build an agile and collaborative workforce, with experience across platforms, divisions and geographies, to propel the Company towards its Vision 2030 goals.
• Strengthen people capabilities through having a proactive learning culture and enhancing AI competence.
• Continue to promote an inclusive and harmonious workplace.

Keppel recognises that our people are our most valuable asset and are fundamental to the Company's performance. We seek to build a highly trained workforce led by people-centric leaders, and are committed to providing meaningful and purposeful work, building positive employee well-being, upholding fair employment practices, and empowering a diverse and engaged workforce.

Fair employment policies and practices

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.

Human Rights

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. Our stance on human rights is articulated in Keppel’s Human Rights Policy. Keppel also supports the elimination of any exploitative labour practices through its policies, planning and administration of employment practices.

Keppel has a human rights due diligence process to identify and assess human rights risks in our operations and value chain.

In addition, Keppel’s whistle-blower reporting channel, which is available publicly on our website, is widely communicated and made accessible to all stakeholders.

Diversity, Equity and Inclusion

We value all individuals 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 and Inclusion Policy.

Our hiring policies ensure equal employment opportunities for all.

Training and Talent Development

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.

Our Targets

• Maintain zero workplace fatalities across our global operations.
• Operate workplaces that are safe, productive and smart, leveraging technologies and digital innovation.
• Apply Design for Safety (DfS) for all major development projects in and outside of Singapore.

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, as well as leverage technology such as data analytics and artificial intelligence to provide real-time insights of risk patterns. We ensure high safety standards for our products and services to safeguard customer health and safety.

We focus on strengthening our framework and management system as well as promoting a culture of HSE ownership across our operations. We are committed to complying with the legal requirements of the countries in which we operate; promoting well-being and maintaining a safe and healthy working environment for all stakeholders; providing adequate resources and training for our workforce; and adopting a systematic approach to our HSE management system to enable continuous performance improvement.

Managing Safety

Hazard Identification and Risk Assessment

Incident Reporting and Investigation

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.

All Keppel operational entities also have procedures in place to monitor and investigate any occurrences of occupational disease at sites based on their respective countries' regulatory requirements.

HSE Training for Workers

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 contractors undergo the same safety training as Keppel employees. All workers must undergo HIRA+ training, or its equivalent, which covers high-risk activities specific to each worksite. Training is conducted to equip HSE personnel with the skills to effectively manage safety risks.