SOCIAL
Employee Diversity
In FY2024, Masteel consist a total of 866 employees across our Bukit Raja and Petaling Jaya operations. The workforce consisted of 382 local employees (44.11%) and 484 non- local employees (55.89%), reflecting the company’s balanced approach to talent acquisition. Among the total workforce, 59.93% or 519 employees were engaged on a contract basis, while the remaining 40.07% or 347 employees held permanent positions. Masteel remains committed to maintaining fair employment opportunities and fostering a stable workforce to support long-term business growth. While we currently do not have employees with disabilities (0.00%) as of 2024, our hiring policies strictly adhere to a non-discrimination framework, ensuring equal opportunities for all, including individuals with disabilities. Our recruitment strategy places a strong emphasis on supporting local talent, particularly by providing employment opportunities for underprivileged groups and unemployed youths. By doing so, we contribute to economic stimulation and community development, aligning our workforce strategy with broader social impact goals.
Masteel is committed to talent development and workforce diversity through strategic partnerships with local universities, providing young professionals with industry experience and specialised skills while ensuring equal career opportunities for all, regardless of nationality, gender, religion, or race. To support local economic growth, we prioritise hiring underprivileged groups and unemployed youths, fostering stronger communities. Since 2023, Masteel has strengthened our recruitment efforts by establishing MOUs with Xiamen University Malaysia, Universiti Tunku Abdul Rahman, and Universiti Kuala Lumpur, reinforcing industry-academia collaboration to develop a skilled and sustainable workforce.
Our workforce remains predominantly male, with 786 male employees (90.76%) and 80 female employees (9.24%). This gender distribution reflects the nature of the steel manufacturing industry, which involves physically demanding roles within a factory environment. Despite this, our Human Rights Policy ensures that gender equality is upheld, and no form of discrimination is tolerated in our recruitment or workplace practices. We actively maintain a welcoming and inclusive work environment, encouraging diverse talents to join and thrive within our organisation. We are committed to equal pay for equal work, ensuring fair compensation for all employees performing the same roles, regardless of gender. Annual equal pay reviews help us identify and address any disparities, reinforcing our commitment to fairness and transparency. Recruitment, placement, training, compensation, and career advancement are based solely on qualifications, performance, skills, and experience.
The majority of our workforce falls within the 30 to 50 age group (55.77%), highlighting a strong base of experienced professionals. Employees under 30 years old constitute 28.87%, bringing fresh perspectives and energyto our operations. Meanwhile, 15.36% of our employees are aged over 50, contributing decades of industry expertise to the company. Reflecting the labour intensive nature of steel manufacturing, non-executive roles account for 75.29% of the workforce. These roles form the backbone of our operations, ensuring smooth and efficient production processes. Masteel remains committed to up-skilling and developing our workforce, equipping employees with the necessary expertise to adapt to technological advancements and enhance overall productivity.
Masteel welcomed 131 new employees, comprising 105 males and 26 females in 2024, as part of its ongoing efforts to strengthen and sustain its workforce. This hiring initiative aligns with Masteel’s commitment to workforce expansion, talent acquisition, and ensuring a steady pipeline of skilled professionals to support our operations. During the same period, we experienced an employee turnover of 270 individuals, reflecting a 31.18% turnover rate. The group consisted of 253 male and 17 female employees, including 3 in management, 39 executives, and 228 non-executive or technical staff. While turnover is an inherent aspect of dynamic industrial operations, this trend highlights the competitive nature of the steel manufacturing industry, where factors such as job demands, career transitions, and market conditions can influence employee retention.
Despite this turnover, Masteel remains dedicated to creating a positive work environment, promoting equal opportunities, and upholding employee rights in line with our corporate policies. The company continuously evaluates our employee engagement strategies, career development programs, and workplace conditions to enhance retention and job satisfaction.
Masteel recognises that a balanced approach to hiring and retention is crucial to maintaining an efficient and motivated workforce. By investing in training, fostering career growth, and enhancing workplace culture, we ensures that it remains an attractive employer while addressing the evolving needs of our employees.
A total of 17 employees at Masteel took parental leave in 2024, and all 17 successfully returned to work upon completing their leave. More significantly, every returning employee remained with Masteel for at least 12 months post-return, maintaining the 100% retention rate observed in the previous year.
This consistent trend highlights the strong parental support policies Masteel has in place, ensuring employees can effectively balance their family responsibilities and professional commitments. The company’s family-friendly policies, flexible return to work arrangements, and comprehensive employee benefits contribute to a positive work environment that prioritises both career progression and personal well-being.
By fostering a supportive and inclusive workplace, Masteel not only enhances employee satisfaction and loyalty but also strengthens our ability to retain skilled professionals. The continued high retention rate among employees taking parental leave underscores the company’s long-term commitment to employee well-being, playing a crucial role in workforce stability and talent development. Masteel recognises that work-life balance is essential to maintaining a productive workforce. By continuing to offer structured support during significant life events, the company reinforces our position as a responsible and people-centric employer, helping to drive employee engagement, morale, and long-term business growth.
Masteel Embraces Diversity: Celebrating Unity Through Festive Traditions
At Masteel, we take pride in honouring and embracing the rich cultural and religious diversity within our workforce. As part of our commitment to fostering inclusivity and unity, we celebrate various festive occasions throughout the year, ensuring that all employees feel valued and respected regardless of their backgrounds. Each year, we organise joyous celebrations for Chinese New Year, Hari Raya Aidilfitri, Deepavali, National Day, Malaysia Day, and Christmas, bringing together employees from all walks of life to strengthen camaraderie and cultural appreciation. These celebrations include festive meals and decorations, and gift distributions, allowing employees to share in the spirit of each occasion while fostering a sense of belonging within the organisation.
Beyond festivities, Masteel actively promotes cross-cultural understanding by incorporating educational elements, interactive activities, and engagement programs that highlight the significance of each festival. Through these initiatives, we reinforce our workplace culture of mutual respect, unity, and inclusivity, ensuring that diversity remains a cornerstone of our corporate values.
By celebrating our multicultural workforce, Masteel continues to build a harmonious and supportive work environment, where employees are not only encouraged to embrace their cultural identities but also to appreciate and learn from one another. Our commitment to diversity extends beyond just celebrations, this is a reflection of our core belief that a diverse and inclusive workforce drives innovation, collaboration, and long-term success.
Training and Development
At Masteel, we are deeply committed to the continuous upskilling and professional development of our employees to ensure they remain equipped with the latest industry knowledge and technical expertise. Our average training hours per employee stood at 8.53 hours in 2024, reflecting our ongoing efforts to cultivate a skilled, knowledgeable, and adaptable workforce.
Recognising that effective training goes beyond just meeting quotas, we have taken a strategic approach to enhancing the quality and relevance of our training programs. Through a comprehensive curriculum review, we have streamlined our training sessions, eliminated redundancies, and addressed inefficiencies to deliver high-impact learning experiences. This initiative has enabled us to develop targeted training modules, specifically designed to meet the evolving skill demands of our industry and address key operational challenges.
By prioritising quality over quantity, we ensure that employees receive focused, meaningful training that directly contributes to their job performance, career growth, and overall engagement. Our efforts in refining and optimising learning opportunities allow us to allocate resources effectively, ensuring that training remains aligned with business objectives and industry advancements.
This structured and impact-driven approach to employee development not only strengthens Masteel’s competitive edge but also reinforces our commitment to long- term workforce sustainability. By continuously enhancing skills, fostering innovation, and adapting to changing industry landscapes, we empower our employees to drive operational excellence while securing Masteel’s position as a leader in the steel manufacturing sector.
To support this, we are committed to nurturing our employees’ personal and professional development by providing a diverse array of training programs and workshops tailored to enhance both technical and non-technical skills, as well as compliance knowledge.
By investing in upskilling and reskilling initiatives, we empower our employees to stay ahead of industry advancements, improve operational efficiency, and adapt to evolving business demands. Our structured learning programs not only enhance job proficiency but also foster a culture of innovation, safety, and compliance within the organisation. Below is a summary of the training sessions and workshops conducted during FY2024, reflecting our ongoing commitment to employee development and career progression:
