ELK-Desa is committed to its "People Centric Organisational Culture" philosophy, which serves as a central principle in how we engage with our stakeholders such as hirers, dealers, and employees. This philosophy is aligned with our long-term business objectives of enhancing stakeholder value by fostering understanding and alignment of interests. Guided by our philosophy, we emphasise the development of positive mindsets and behaviours among our workforce and the establishment of strong customer service interactions both internally and externally.
In ensuring consistent application and demonstration of our core values, the Group has established a group-wide Code of Ethics and Conduct ("Code") which, together with other policies of the Group, governs acceptable standards of conduct and ethics of our employees in business operations
Human Rights and Labour Practices and Standards
As a responsible employer, we are committed to ensuring the well-being of our employees by upholding human rights, promoting fair labour practices and standards, and preventing discrimination and sexual harassment. Our stance in these areas is addressed in the Group's human resources policies.
Diversity and Inclusion
The Group ensures equal employment opportunities and fair treatment for all employees regardless of gender, age, ethnicity, culture, sex, disability, religion, and any other status. Our employment practices such as recruitment, ongoing assessments, and career development are based on merits, performance, and objective qualities.
A Board-level policy has been established to promote gender diversity at the leadership level.
We are also committed to fostering a harmonious workplace environment that is free from discrimination and any form of abusive, offensive, or harassment behaviours.
Employees by Gender
(as at 31 March 2025)
Employees by Ethnicity
(as at 31 March 2025)
Employees by Age Group
(as at 31 March 2025)
Occupational Health and Safety
With an operation that involves handling cash, we are cognisant of the safety risks to our employees, which may be threatened by incidents of robbery and burglary. To keep our operations and employees safe, we implemented various security measures throughout our operations and facilities, such as installing closed-circuit televisions ("CCTVs"), hiring security guards, implementing security management, and engaging security service providers in relation to certain cash-handling activities. Besides, the expansion of online payment alternatives has also helped to mitigate risks associated with handling cash.
We regularly conduct assessments of occupational safety and health risks across our operations to ensure a safe and secure working environment for all employees. This assessment is particularly important for our Furniture Division, as our daily activities involve the use of light tools and machines, forklifts in handling and mobilising goods.
In addition to physical safety, we place a strong emphasis on the mental well-being of our employees. In FY2023, the HP Division launched the We Hear You ("WHY") event, which continued into FY2025. This event is designed to create a supportive environment where employees feel comfortable discussing their welfare and mental health openly. Through WHY, we aim to better understand and address the mental health needs of our workforce, while fostering a positive organisational culture. The WHY event is available to the HP Division's employees throughout the year.
Note:
* the definition of lost time incident and recordable work-related injuries are the same, defined as work-related injuries which resulted in at least one day of medical leave