To support career progression, high-performing seasonal workers may be prioritised for permanent roles when they become available. Job vacancies are announced during daily briefings and displayed on estate and mill notice boards. In 2025, 1,969 contract workers, including seasonal workers, were successfully transitioned to permanent roles. All contracts comply with government regulations, our Code of Conduct and ISPO standards, as outlined in our Labour Policy. Seasonal workers are registered through our fingerprint recognition system. Child labour IndoAgri strictly complies with Indonesian law, which prohibits people under 18 from working at our sites. Our employee database confirms that no registered worker is underage. Our Labour Policy sets out proactive measures to prevent child labour, emphasising the importance of education in steering children away from agricultural work. To support this, we provide free schooling and daycare facilities for employees’ children on our estates. Our rigorous hiring process includes age and identity verification checks. All contracts clearly prohibit child labour. Visible signage across plantations reminds workers that children are not allowed in operational areas. Any breach of this rule results in immediate disciplinary action. Diversity and equal opportunity At IndoAgri, we ensure merit takes precedence over ethnicity, race, gender or religion to ensure a discrimination-free hiring process. We are committed to creating equal opportunities and actively promoting women’s participation across all our operations. We allocate resources to identify and remove barriers to inclusion, starting at recruitment. Recognising the male-dominated nature of our industry, we provide diversity training with a strong focus on gender equality. Our Board-approved Labour Policy defines the role of Gender Committees in every unit, reinforcing our advocacy for women’s rights both professionally and personally. We enforce a strict zero-tolerance policy on sexual harassment, supported by regular social initiatives that raise awareness and safe channels for employees to voice concerns. In compliance with Indonesian labour laws, all female permanent employees receive maternity and menstrual leave, with job positions reserved for new mothers during their absence. In 2025, 264 women took maternity leave (up from 226 in 2024), and 87% or 230 women returned to their roles (189 in 2024). The remainder either extended leave or resigned. No cases of discrimination or harassment were reported through our whistleblowing system or Gender Committees. Nuryati, a 53‑year‑old woman, has dedicated more than 27 years of her life to PT Lonsum. What started as a job evolved into a lasting career, offering stability and opportunities for personal development. Over the years, the company has consistently supported her growth and contributed to a more secure future for her family. What she values most at PT Lonsum is the inclusive work environment fostered at the workplace. Throughout her career, Nuryati has never felt limited or underestimated as a woman. Equal opportunities, responsibilities, and recognition have been consistently upheld, allowing her to contribute with confidence in a harmonious and family‑oriented workplace, free from discrimination. Her long‑standing experience reflects a culture where dedication and hard work are recognised regardless of gender – one she is proud to be part of. Nuryati, PT Lonsum. A sign prohibiting child labour installed in Kencana Estate, Rokan Hilir, Riau. Testimony of Nurhayati, PT Lonsum 50 Indofood Agri Resources Ltd. Sustainability Report 2025 Sourcing Appendix Product Community People Environment Our Business Our Approach At a Glance CEO Statement
RkJQdWJsaXNoZXIy NTkwNzg=