“At Touch ‘n Go Group, fairness is key. We champion an inclusive workplace that prioritises the well-being, safety, and growth of all employees, while also standing up for minority and vulnerable groups in our community. We believe in the power of an inclusive workplace that celebrates the unique strengths and perspectives of every individual.”
Over the years, the product offerings of Touch ‘n Go Group (“Touch ‘n Go”) have become an essential part of daily life for Malaysians. As a homegrown brand, they take profound pride in serving the community and the fact that their products and services are designed by Malaysians, for Malaysians’ everyday use. Within the organisation, Touch ‘n Go views Diversity, Equity, and Inclusion (DEI) as a guiding principle that shapes every aspect of our business. It’s not only about designing inclusive products but also about cultivating a diverse and equitable workforce and creating a workplace that is welcoming for everyone.
Deeply rooted in one of their sustainability pillars; Treating People Fairly, and their DNA; Love, Entrepreneurship, Agility and Passion #LEAP, Touch ‘n Go Group’s DEI commitment to the development of their people naturally encompasses those who are differently abled.
Embracing Neurovarience at Workplace
Variety, as they say, is the spice of life. If diversity is another word for variety, how can it enhance or flavour the corporate world?
In today’s increasingly competitive corporate landscape, Touch ‘n Go recognises that DEI are pivotal to empowering our People. One of their foremost initiatives is championing neuro-inclusivity, which focuses on consciously creating a workplace that supports neurodivergent (ND) individuals, equips their managers, and integrates their unique perspectives into their company DNA.
They have been taking active steps by hiring ND individuals for permanent roles and ensuring that their people are supported through trainings and mentorship programmes. Their aim is to create a supportive ecosystem for ND employees by providing guidance on career development, skill-building workshops, and collaborations with other organisations.
Like most institutional changes, DEI start at the top of strong organisations. It is a continuous objective for them to strive towards well-balanced hiring practices that are truly reflective of their organisational values. Their approach to DEI can be the missing piece of the employment puzzle that sets their organisations apart from our competitors in the labour market.
Since 2023, Touch ‘n Go Group has hired 15 ND employees, placing them in roles that match their unique skills to relevant jobs. Embracing neurodiversity involves recognising and valuing the strengths that all individuals bring to the table, as well as creating a supportive work environment where the ND employee can thrive.
Jon (not his real name), an ND employee, and his People Manager, Lim (not his real name), share their experiences for the past one year in our technology division. Jon’s recent ND diagnosis had significantly boosted his confidence, enabling him to rejoin the workforce with a renewed sense of belonging. He noted that the correct diagnosis has allowed him to align his working style with an environment that suits him best, fostering a supportive atmosphere. Lim observed that Jon has become more independent in his interactions, as his colleagues are now more aware of his diagnosis and have adopted better communication skills. Jon shared, “Having the right diagnosis has truly been a game-changer for me. It has given me the confidence to better adapt to my work environment and feel like I belong here.”
Adapting to a new workplace was initially challenging for Jon, but support from a job coach, a work buddy, and an understanding People Manager made a significant difference. Both Jon and Lim emphasised the importance of structured 1:1 weekly meeting, which were crucial for keeping tasks in track and ensuring continuous progress. Lim also highlighted that all People Managers must be proactive in seeking feedback and making necessary adjustments to support their ND employees effectively. The role must not only be played by the People Managers, but the other peers need to have a good amount of knowledge and awareness to be able to create an inclusive workplace ecosystem.
Lim also shared the need for organisations to establish support communities. He stated, “It’s crucial for organisations to continuously adapt and learn to support ND employees. This includes refining hiring processes and ensuring ongoing training and support, as it should benefit both parties.”
Supporting the Neurodivergent Community
Touch ‘n Go has taken active steps to not only diversify talent but also to ensure that ND youths are adequately supported and empowered. Their initiatives aim to create a supportive ecosystem for young ND individuals through mentoring programmes that provide guidance on career development, skill-building workshops, and collaborations with non-governmental organisations, as well as educational institutions. These collaborations facilitate permanent employment that provide young ND professionals with real-world experience while allowing their corporate teams to learn from different perspectives.
Lastly, fostering neurodiversity within the workplace is not merely a box to tick; it is a concerted effort to enrich their corporate culture and empower all talents. Touch ‘n Go remains committed to this essential journey, and as they continue to progress in their DEI efforts, they would like to inspire other organisations to embrace neurodiversity as well. Together, they want to pave the way for a brighter future where every individual feels recognised, empowered, and valued.
