Associate Development
Investing in effective training is key to the Group’s success and our associates’ personal development.
Training Investment
Total training hours
No Data Found
Average training hours per associate per month
No Data Found
Training Hours Per Job Level
Training Hours Per Job Level
No Data Found
Average Hours Per Month Per Associate by Job Level
Average Hours Per Month Per Associate by Job Level
No Data Found
Spa Academy
New therapists trained
No Data Found
Total therapists trained to date
No Data Found
New hire training (hrs)
No Data Found
Empowering People
At Banyan Tree Group, we believe that business can be a catalyst for change and should serve society. This begins with the development, health and wellbeing of our associates and extends to the surrounding communities and their most vulnerable members. Through long-term collaborations, we aim to build people up, bridge differences and boost diversity, equality and inclusion.
Diversity, Equality and Inclusion (DEI)
Tourism and hospitality can empower women and local communities by providing secure livelihoods, supporting urban renewal and rural development, and creating access to education. Action for DEI supports SDG 4 (quality education), 5 (gender equality), 8 (decent work and economic growth) and 10 (inequality) by providing opportunities for youth, women and those with special needs through capacity and skills development.
Key Performance Indicator
Scope
We report on DEI within operations owned, operated and managed (including contractors) to increase acceptance, productivity, creativity and performance. We also support DEI principles and human rights in our guests, suppliers, service providers and local communities to raise awareness and inspire action. We define gender parity as a non-significant difference as a non-significant difference, and parity in hire, promotion, turnover and pay.
Management approach
Our approach is founded on cultivating a sustainable, responsible and inclusive tourism model with people and planet at the centre.
We are committed to cultivating a culture of diversity as a moral imperative, and aim to foster equitable and inclusive workplaces and business practices which promote meritocracy, empowerment and mutual respect amongst our associates. We commit to uphold and respect human rights irrespective of gender, age, culture, ethnicity, nationality and ability.
We promote transparency, engagement and inclusion in the workplace and with our stakeholders: our associates, guests, communities, investors and partner suppliers, ensuring both business prosperity and positive social and environmental impact.
We are committed to:
- Promoting equity in the workplace, transparency, meritocracy, engagement and inclusion.
- Fostering and strengthening a culture of diversity.
- Upholding human rights, treating diversity and inclusion as more than policies or quotas.
- Engaging stakeholders in cultivating inclusive tourism with people at its heart.
Gender Parity in the Group
Gender inequality often results in opportunity and pay gaps. At Banyan Tree Group, we hire, train and promote without discrimination. In 2022:
- 18% of the Board and 43.4% of management were women.
- The gender pay gap at our owned and managed hotels was 1.94% after adjusting for gender, local/expatriate, age, job level and education. This was well within our KPI of <5%.
- The total rate of turnover among associates was 34.2%. Turnover for female associates was 35.7%, compared with 33.0% among male associates.
- In terms of training hours, female associates averaged 6.3 hours per month, while male associates averaged 5.8 hours, with both surpassing our target of 5 hours per month per associate.
Diversity on the Board
The Company believes in diversity and values the benefits that diversity can bring to its Board. Diversity promotes the inclusion of different perspectives and ideas, mitigates against group think and ensures that the Company has the opportunity to benefit for all available talent. The Company seeks to maintain a Board with a diverse mix of attributes in the following areas: age, gender, industry expertise, domain or functional expertise, tenure, independence, cultural ethnicity and international experience.Â
The Board recognises that a diverse Board is an important component which will assist to better support the Company’s achievement of its strategic and business objectives for sustainable development thereby facilitating better decision-making process and enhanced business performance for the Company.
The current Board composition reflects our commitment to Board diversity, especially in terms of female representation, domain and industry expertise, and ethnic diversity. Decisions by, and discussions with, the Board are enriched by the Directors’ broad range of perspectives and experience. At 18%, our Women On Board is close to the 20% target set by the Council of Board Diversity. The Board will look to, at minimum, maintain the number of female independent directors, and will continue to review the diversity of its members.
Percent of Woman in Management (by Roles)
Percent of Gender Pay Gap
Percent of Turnover
Gender Diversity (New Hires)
Workplace Health, Safety and Happiness
Associate health and wellbeing:
The health and wellbeing of our associates was not identified as a material topic because of the Group’s long track record in this area and the adequacy of progress already made. However, as a compassionate employer, we continually seek to improve in this area, with efforts aligned to eight pillars of wellbeing. Our second Associate Wellbeing Survey, which was completed by 98% of associates, indicated that wellbeing in key areas increased by 8% year-on-year.
Percent of Wellbeing Survey completed by associates
Associate Satisfaction
Workplace health and safety:
Workplace accidents resulted in no fatalities, one high consequence injury, 526 recordable injuries and 196 recordable work-related ill health cases worldwide. We continue to track these metrics and identify ways to mitigate risk, supported by an Enterprise Risk Management structure based on the Committee of Sponsoring Organizations of the Treadway Commission Internal Control – Integrated Framework.
Fire Awareness
No Data Found
CPR Training
No Data Found
Progress
In 2022, we continued to empower and care for people in the following ways:
- SILK : The Group unveiled an extension of the highly successful Laguna Phuket Kindergarten. Step-Up International Laguna Kindergarten (SILK) offers a holistic, immersive education to students from all over the world and promotes cross-cultural understanding, diversity and inclusiveness. In addition to SILK, the Group contributed to community education programmes with support from 13,515 guests and 8,380 associates.
- Apprenticeship Programme : From the inaugural cohort, ten out of 21 apprentices, ranging in age from 21 to 46 years, found employment with Banyan Tree Group.
- Seedlings Mentorship : During the year, the programme supported 91 young people at risk of societal exclusion, providing vocational and life skills.
- Associate Development : Both Banyan Tree Management Academy and Banyan Tree Spa Academy support our organisational goals and the personal development of our associates. By being open to external enrolment, Banyan Tree Spa Academy also elevates women in the wider community by providing them with a profession and career development.
- Banyan Tree Spa and Gallery : By focusing on artisanal traditions and hiring locally, the Group’s spa and retail arms continue to provide employment and training for women in local communities while upholding cultural heritage.
Next Steps
We will:
Identify areas where we can further improve gender parity within our business.
Review opportunities and develop policies to strengthen our support for accessibility, maternity and paternity, remote work, supplier engagement and ethical sourcing.
