A safe workplace is not only defined by physical safety. It is also shaped by how people are treated, respected and protected in their day-to-day interactions.
For Tenaga Nasional Berhad (TNB), creating a workplace free from sexual harassment is part of its broader commitment to employee wellbeing, integrity and responsible business conduct. This reflects the ‘Social’ and ‘Governance’ dimensions of ESG, where respect, accountability and trust are essential in building a sustainable organisation.
Sexual harassment can take many forms, including verbal, non-verbal, visual, physical or psychological conduct. It may happen in the office, during work-related events, while on duty outside the workplace, through digital communication or in other settings connected to work. What matters most is whether the behaviour is unwanted, offensive, or threatening to the wellbeing of another person.
Through its Sexual Harassment Policy, TNB reinforces a clear position: sexual harassment is not tolerated under any circumstances. The policy applies to all employees, regardless of role, location or length of service, while vendors, contractors and visitors are also expected to uphold the same standards when engaging with TNB. It is aligned with TNB’s Code of Business Ethics, TNB’s Kod Amalan Untuk Mencegah dan Membasmi Gangguan Seksual di Tempat Kerja, the Employment Act 1955 and the Anti-Sexual Harassment Act 2022.
Beyond policy, awareness and education play an important role in prevention. To support this, TNB has developed an E-Learning module on sexual harassment, with the development process completed at 100%. The module is aimed at raising awareness, promoting respectful workplace behaviour and educating employees on how to identify, prevent and address all forms of sexual harassment in the workplace.
The module covers both executive and non-executive through the employees’ online portal, making awareness and prevention learning more accessible across the organisation. Based on the latest available record, more than 7,000 employees have completed the module, reflecting ongoing efforts to strengthen understanding and shared responsibility among employees.
This effort is further supported through integrity-related awareness programmes and engagement sessions, including discussions on workplace sexual harassment, disciplinary processes and reporting channels. Across 2025 and 2026, TNB conducted more than 70 integrity and awareness sessions, reaching 6,620 participants. This includes sessions that addressed workplace sexual harassment, supported by recurring Integrity Bulletins that help keep the conversation visible across the Group and make the subject more practical, relatable and easier to understand.
| Year | Integrity & Awareness Sessions | Participants Reached |
|---|---|---|
| 2025 | 52 sessions | 4,448 participants |
| 2026 (to date) | 20 sessions | 2,172 participants |
| Total (to date) | 72 sessions | 6,620 participants |
These sessions are important because prevention begins with awareness. Employees need to understand what constitutes inappropriate conduct, how to respond when they experience or witness it, and where they can seek help. TNB’s awareness approach also highlights that sexual harassment is not limited to physical acts. It may include inappropriate remarks, unwanted jokes, suggestive gestures, visual materials, repeated social invitations after rejection, or other conduct that affects another person’s dignity and comfort at work.
Equally important is the availability of clear and accessible reporting channels. Employees who experience or witness sexual harassment are encouraged to report the matter through the Whistle Blowing Information System (WBIS), as well as other confidential channels such as a toll-free line, dedicated email and direct written reporting to the Chief Integrity Development Officer (CIDO). This helps ensure that employees have more than one safe and trusted avenue to speak up when something is not right.
TNB Whistle Blowing Information System
| Focus Area | Progress / Reach |
|---|---|
| E-Learning module development | 100% completed |
| Employees who completed the module (till May 2026) | 7,267 employees |
| Reporting channels available | 4 channels: WBIS, toll-free line, dedicated email and direct written reporting to CIDO |
Reports are to be handled confidentially, with appropriate corrective or disciplinary action taken where necessary. TNB also prohibits retaliation against individuals who make a report or participate in an investigation, reinforcing the importance of trust and protection in the reporting process.
Addressing sexual harassment is not only about compliance. It is about shaping a workplace culture where respect is expected, concerns are taken seriously and every employee feels safe to contribute. For an organisation like TNB, this is fundamental to building trust among employees and stakeholders.
As ESG expectations continue to evolve, workplace culture remains a key part of sustainable performance. By strengthening policy, awareness, learning modules, reporting mechanisms and accountability, TNB continues to reinforce that dignity and respect are shared responsibilities.
A respectful workplace begins with awareness, but it is sustained through action.
Further details on TNB’s Sexual Harassment Policy can be accessed Here.