Building Good
Diversity, Equity and Inclusion
The Group fosters a diverse and inclusive workplace that values the perspectives and experiences of employees from different nationalities and backgrounds. This diversity strengthens our ability to serve a broad customer base and remain competitive in the global marketplace. By promoting equal opportunities and attracting talent from varied backgrounds, we cultivate a collaborative and supportive environment where employees can contribute, grow and thrive.
Gender Diversity
As at 31 December 2025, women represented 45% of the Group’s total workforce, reflecting a balanced gender distribution across the Group. Female representation remains strong at the leadership level, with women holding 49% of senior management positions. Across the broader workforce, gender representation remains well balanced across executive and non-executive roles, supporting a diverse pipeline of talent and perspectives within the organisation.
Total Employees by Gender
Gender |
||
|---|---|---|
Male |
Female |
|
Board of Directors* |
87% |
13% |
Senior management |
51% |
49% |
Executive |
53% |
47% |
Non-Executive |
57% |
43% |
Age Diversity
The Group maintains a balanced age profile across our workforce, reflecting a blend of experience and emerging talent. The majority of senior management are between 30 and 50 years old, supported by a significant proportion of leaders above 50 who bring valuable industry knowledge and experience, contributing to the Group’s leadership and strategic direction. At the executive and non-executive levels, the age distribution is more diverse, with younger employees forming a larger share of the workforce, particularly in non-executive roles. This distribution supports a sustainable talent pipeline by enabling the transfer of knowledge and experience while nurturing the next generation of leaders.
Age |
|||
|---|---|---|---|
|
< 30 Years |
30 - 50 Years |
> 50 Years |
Board of Directors* |
0% |
0% |
100% |
Senior management |
1% |
59% |
40% |
Executive |
15% |
65% |
20% |
Non-Executive |
41% |
42% |
17% |
Nationality Diversity
The Group’s workforce reflects the international nature of our operations. Singaporeans form the majority at the Board, senior management and executive levels, providing strong local leadership and familiarity with the Group’s core operating environment. At the same time, the Group benefits from a broad mix of nationalities across our global portfolio, particularly within the hospitality segment where operational roles are supported by employees from Australia, the United Kingdom and other regions. This diversity strengthens the Group’s ability to operate effectively across different markets, bringing varied perspectives, skills and cultural insights that enhance service delivery and support our international growth.
Total Employees by Nationality
Nationality |
|||||
|---|---|---|---|---|---|
|
Singapore |
Malaysia |
United Kingdom |
Australia |
Rest of the World |
Board of Directors* |
87% |
13% |
0% |
0% |
0% |
Senior management |
54% |
13% |
6% |
11% |
16% |
Executive |
66% |
10% |
1% |
6% |
17% |
Non-Executive |
28% |
14% |
9% |
25% |
24% |
Persons with Disabilities
As at the end of the reporting period, the Group employs 30 PWDs across our Singapore properties and 19 PWDs at our overseas-owned hospitality properties. The number of PWDs in our Singapore operations has more than doubled since 2019, driven by close collaborations with special education schools, non-profit organisations and other disability support groups to provide internships and employment opportunities for students with disabilities in our hospitality business. This commitment has been sustained in recent years, with PWD employment maintained at a steady level across the Group. The PWD headcount at overseas properties has also increased significantly over the past five years, with PWDs working across various hotels in Australia, China, Malaysia and Vietnam. Over time, this commitment has strengthened our hospitality business’s reputation for inclusive hiring. PPHG’s approach was also featured in SG Enable’s Inclusive Hiring, Stronger Businesses playbook, recognising how inclusive hiring can be embedded into business strategy as a sustainable and transformative driver of organisational performance.
To raise awareness about disability inclusion, we organised Disability Awareness talks for employees at the UOL corporate office, frontline teams, hospitality properties and mall tenants. These sessions equipped our employees with knowledge about the different types of disabilities and proper etiquette for interacting with PWDs. In February 2025, we organised an virtual inclusive employment session for employees and tenants across our Singapore properties, providing insights into available support services and government grants related to inclusive hiring, raising awareness and encouraging the adoption of inclusive hiring practices.