Sustainability

Commitment and Initiatives for Sustainable Labor Practices

1. Adequate, Fair, and Equal Remuneration

IDSurvey Group implements a remuneration structure that is reviewed and adjusted annually, taking into account the inflation rate, cost of living allowance, and socio-economic conditions across each operational region of the holding company and its subsidiaries. Base salaries are set to remain above the applicable Regional Minimum Wage (UMR) / Provincial Minimum Wage (UMP), while maintaining competitiveness with similar industries. Wage competitiveness is determined by conducting benchmarking and surveys against domestic TIC for ideal salary ranges within comparable industrial sectors. The remuneration scheme is subsequently calibrated through the performance management process to remain aligned with employee productivity and a decent standard of living. This remuneration policy is periodically reviewed to ensure employee well-being is maintained and to establish a fair and competitive remuneration system in the long term.

Furthermore, to support the principle of equality, IDSurvey is committed to maintaining remuneration equity between male and female employees for similar and equivalent positions, referring to a formally established wage structure and scale. Monitoring is conducted periodically by comparing the base salary ratio and total remuneration ratio between male and female employees across various organizational levels. The results of this monitoring serve as the basis for continuous evaluation and improvement of remuneration policies and other benefits, ensuring that the principle of wage fairness is consistently upheld across all levels of the organization.

2. Working Hours and Overtime Policy

IDSurvey Group implements a working hours system that pays attention to the balance between employee productivity and health. Referring to the provisions in the Collective Labor Agreement (PKB), normal working hours are set at a maximum of 8 hours per day or 40 hours per week. IDSurvey guarantees full payment for overtime hours approved by supervisors and verified through IDSphere, an employee working hours management application within IDSurvey. Additional allowances are also provided for employees working on national holidays.

The company implements strict overtime policies to prevent excessive working hours. Under normal operational conditions, overtime is limited to a maximum of 4 (four) hours per day or equivalent to 72 hours per month in accordance with applicable regulatory provisions. In the event of incidental occurrences that require intensive overtime, the overtime mechanism is adjusted while still considering aspects of employee welfare. This restriction is a manifestation of the company's responsibility in maintaining a balance between operational performance and employee occupational health.

3. Leave Entitlement and Work-Life Balance

IDSurvey recognizes the importance of balancing personal and professional life for every employee. Therefore, the Company provides an annual leave entitlement of 12 working days with full pay for every employee who has worked for at least 12 consecutive months, and encourages employees to properly utilize their leave entitlement through periodic reminders via IDSphere.

Furthermore, in the event that an employee is identified as eligible for maternity/paternity leave, the Company grants maternity leave for female employees for 3 months (12 weeks), as well as permission for male employees to accompany their wives during childbirth for 2 working days. This policy reflects the company's commitment to creating a work environment that not only supports productivity but also sustainably maintains the psychological well-being of employees.

4. Dialogue and Industrial Relations

IDSurvey remains committed to maintaining the Company's relations with its employees. IDSurvey routinely holds monthly meetings that serve as a forum for each division to convey grievances and feedback, as well as the latest labor issues that can support employee performance and well-being within the Company environment. On the other hand, IDSurvey Group Subsidiaries have forums held by the Bipartite Cooperation Institution (LKS (Lembaga Kerja Sama) Bipartit) with the same function, with meeting frequencies adjusted to the rules applicable in each respective company.

5. Development and Training for Industry Transition

IDSurvey views ESG and sustainability issues as strategic for the Company, in line with its ongoing efforts to develop green services across various sectors. As part of its commitment to keeping pace with the evolving dynamics of sustainability and technology—coupled with the strategic orientation of green services to grow and become one of IDSurvey's main portfolios in the future—the Company is committed to providing training related to ESG, sustainability, and climate change. Throughout 2025, IDSurvey conducted workshops and training sessions on the circular economy (ISO 59001), low-emission energy transition, and ESG risk management.

6. Employee Social Welfare Support: Occupational Health and Safety

In strengthening social protection for its workers, IDSurvey provides enrolment in BPJS Kesehatan (national health insurance) and BPJS Ketenagakerjaan (national social security), encompassing Employment Injury Benefits, Old-Age Benefits, Pension Benefits, and Death Benefits. Beyond these provisions, IDSurvey is also committed to delivering additional welfare support, including annual Medical Check-Ups (MCU) for permanent employees, as well as other healthcare provisions such as inpatient and outpatient care (for permanent employees), dental and optical benefits, and other self-administered medical treatment in accordance with the Company’s own policy.

7. Notice Before Changes in Employment Relations

IDSurvey understands that change is an inseparable part of industry dynamics and organizational growth. However, the company continues to make respect for labor rights the primary foundation in every decision-making process. Employees have the right to receive information in advance, no later than 30 working days before the enactment of a policy that could potentially affect their employment relationship. Through this approach, the company ensures that every individual has adequate time and space to adapt, while also affirming IDSurvey Group's commitment to the principles of openness and fairness in managing industrial relations.

8. Provisions for Contractors and Third Parties

Through these provisions, IDSurvey Group emphasizes that fair labor standards apply not only to company’s employees, but also extend throughout the entire operational chain through legal, measurable, and auditable employment contracts. This step forms part of the company's commitment to maintaining the quality of healthy industrial relations and encouraging responsible labor practices among business partners.

Employee Diversity and Inclusion

1. Diversity of Backgrounds

The IDSurvey Group is steadfast in upholding equality and does not discriminate against employees based on ethnicity, religion, race, gender, or physical condition in any aspect of human resource management—ranging from recruitment, placement, and career development to remuneration. We consistently uphold the principle of meritocracy, ensuring that performance evaluations, promotions, and opportunities are based solely on each individual's competencies, qualifications, and tangible contributions, independent of personal identity outside of professional merits.

As a tangible manifestation of this commitment, the Company regularly maps the religious diversity composition of IDSurvey Group personnel to ensure that facility requirements and work arrangements are met proportionately.

2. Women Representation

The IDSurvey Group is committed to promoting women’s representation across all organizational levels, including leadership and strategic decision-making positions. The Company regularly monitors the ratio of women’s representation at various levels of the organization and continues to provide equal opportunities for women employees to grow and contribute optimally as part of our efforts to drive measurable and sustainable gender equality. Representation ratios are categorized by management level, alongside the contributions of women employees to the Company's revenue-generation processes and STEM (Science, Technology, Engineering, and Mathematics) related fields of work.