Gender diversity in Malaysia's corporate sector is more important and visible today than ever before. Across the board, companies are realising the importance of having more women in senior leadership and decision-making roles.

Having more women in a corporation's top levels has become a key indicator of good governance, sustainability, and long-term business resilience. In line with national aspirations and global ESG (Environmental, Social, and Governance) targets, many large Malaysian companies are committed to make sure that women are better represented across all levels of their organisations.

Tenaga Nasional Berhad (TNB), Malaysia’s largest electricity utility company, has taken a proactive step in this area, with a meaningful adoption of women's voices in corporate governance, reflecting an approach that goes beyond mere formality.

The Challenges of Balancing Gender in Corporate Malaysia

The journey towards greater gender diversity in Malaysian corporate leadership has been shaped by clear initiatives, most notably through the Malaysian Code on Corporate Governance (MCCG), introduced by the Securities Commission in 2000.

This Code has served as a foundational guideline for corporate governance, encouraging companies to adopt industry best practices in board composition. A pivotal enhancement came in 2012, when the Code recommended that public-listed companies (PLCs) aim for 30% female representation at the board level. This recommendation was further strengthened in 2021 to include all PLCs, followed by a mandatory requirement by Bursa Malaysia in June 2023 for each listed company to appoint at least one female director.

This reinforces the point that gender diversity is not simply a social goal but a competitive advantage that can drive better governance, innovation, and overall business performance.

TNB's Commitment to Levelling out the Gender Field

At TNB, we recognize that gender diversity in leadership is a cornerstone of a resilient, innovative, and future-ready organization. As part of our ESG commitments and in alignment with national aspirations, we are actively advancing the representation of women in decision-making roles across the company.

TNB is aligned with Malaysia’s 30% target for women in senior leadership positions, a goal endorsed by the Government. We view this not as a quota, but as a critical mass that ensures women’s perspectives are embedded meaningfully in corporate strategy, governance and growth. In TNB, women’s advancement is based on merit, excellent performance, proven success, leadership capability and credibility.

By 2022, the company surpassed the national target of having 30% women representation on its Board. In alignment with this progress, the company is also working towards achieving a 30% target for women in senior management positions, with current representation standing at 26% across the Group.

TNB’s diversity initiatives, with a strong focus on promoting Women in Leadership, are periodically reviewed by the Group People Division Executive Committee. In addition, comprehensive DI demographic insights on Diversity and Inclusion (DI) are presented monthly to the Group People Division Management Committee, ensuring continuous oversight and informed decision-making.

Ultimately, TNB embrace diversity and inclusivity among the employees, as part of our human rights efforts. This allows us to gain perspectives from different viewpoints, enabling our employees to feel trusted and appreciated for their ideas, presence and contributions to the organisation regardless of their age, gender, religious affiliation and disability.

Diversity and inclusion are specifically highlighted in the new TNB Identity. It is stipulated in one of the TNB Core Values which is Collaborative, where we embrace diversity and inclusivity and value outside in perspectives. This reflects its importance for TNB, now and moving forward by leveraging a greater variety of perspectives and more comprehensive viewpoints, as well as talents that enable us to have higher flexibility in adapting to dynamic markets, as well as promoting creativity and innovation. We also want to ensure our diversity and inclusivity efforts empowers our people to feel that their ideas, presence and contributions are truly valued, regardless of their position or entities in the organisation, to deliver and contribute towards TNB’s greater good.

Promoting women into leadership unlocks the full potential of our talent pool and supports long-term workforce sustainability. Companies with gender-diverse leadership demonstrate stronger financial performance, innovation and risk management. Diverse leadership fosters balanced decision-making and enhances organisational agility.

We are proud to have two exceptional leaders serving in TNB’s Top Management: Puan Feldatun Sharif, Chief People Officer, and Puan Leo Pui Yong, Chief Sustainability Officer.

Across the Group, our leadership teams reflect a strong commitment to diversity, with women serving as Board members across TNB subsidiaries both in Malaysia and internationally.

These leaders embody the capability, innovation, and resilience that women bring to TNB, reinforcing our belief in the value of inclusive and forward-thinking leadership.

From Empowerment to Impact: TNB's D&I-Centric Growth Programmes

In alignment with our ESG objectives and overarching sustainability strategy, the company has implemented targeted initiatives to advance gender equity and empower women—both within our organization and across the broader TNB ecosystem. These programmes, designed with a focus on inclusivity and capacity-building, reflect our commitment to the 'Social' pillar of ESG by fostering a supportive environment for female talent and contributing to community resilience.

We continue to invest in our talent through comprehensive learning and development program at all levels and throughout people experience journey. This includes 3Es intervention (Education, Exposure and Experience); where aspiring women talent are given various opportunities such as mentoring program under Women Leaders Forum (WLF), establishment of Tenaga Women in Energy Network (TWiEN), Persatuan Wanita Tenaga Nasional Berhad (PELITAWANIS), Tour of Duty rotation, secondment in oversea business, executive education, certification program and more.

TWiEN or “TNB Women in Energy Network” is dedicated to championing equal opportunities for women in the energy sector, fostering inclusivity and diversity within TNB in alignment with the Environmental, Social, and Governance (ESG) framework.

This network plays a vital role in advancing gender equity by providing a platform for professional growth, collaboration, and leadership development.

The Persatuan Wanita Tenaga Nasional Berhad Malaysia (PELITAWANIS TNB) serves as a platform for TNB’s female employees and the spouses of male employees to foster and strengthen collaboration, mutual understanding, and goodwill among women within the TNB Group.

First established on 15 February 1976 and officially registered on 1 June 1978 under the name PELITAWANIS LLN (Lembaga Letrik Negara), the association aspires to promote camaraderie and meaningful engagement among its members and with the TNB Group’s leadership.

The association places strong emphasis on organizing a variety of social and religious programmes, alongside activities such as sports, educational talks, forums, courses, seminars, and discussions — all designed to enrich members’ knowledge, strengthen community engagement, and enhance personal and professional development for women talent.

Embedding Inclusive Practices in Talent Acquisition

As part of our commitment to the 'Social' pillar of ESG and in support of SDG 5 (Gender Equality) and SDG 10 (Reduced Inequalities), TNB has embedded inclusive practices across its talent acquisition lifecycle. These practices are designed to foster equitable access to opportunities and to attract talent from diverse groups, thereby strengthening workforce agility.

Key initiatives include:

1. Inclusive Job Descriptions

   We apply gender-neutral language and eliminate non-essential qualifications in job postings to reduce bias and encourage applications from a broader, more diverse talent pool.
2. Targeted Talent Sourcing

   TNB engages early with both male and female students through outreach programmes at schools and universities. We also offer education bursaries specifically aimed at underrepresented communities, including individuals from the Bottom 40% (B40) income group.
3. Diverse Recruitment Panels

   To ensure fair and balanced evaluation, our interview panels include at least one female assessor. We also emphasize merit-based selection, ensuring that candidates are given equal opportunity based on their potential and performance.

These measures reflect our strategic approach to embedding equity and inclusion into our human capital practices, reinforcing our long-term ESG performance and social impact.

Empowering Women Leaders Through Mentorship

TNB also implements a series of structured mentoring programmes through both external and internal platforms.

On the external side, TNB has a 10-month Leadership Mentoring Program (LMP) designed to empower aspiring female leaders, making use of one-on-one mentorship, group learning, expert talks, and immersive industry exposure.

This is done to equip those in the programme with real-world leadership insights and strategic thinking capabilities. As of June 2025, 14 female leaders have taken part in the LMP, gaining not only leadership growth but also a strong professional network to support their advancement. The programme also supports TNB’s broader ESG goals by driving gender equity and strengthening the leadership pipeline for a more diverse and resilient workforce.

Meanwhile, internal mentoring is also carried out through EmpowerHer Mentoring Program. Known as TNB’s flagship initiative and parked under the TNB Women in Energy Network (TWiEN), it is designed to accelerate women’s leadership and career growth through structured, cross-divisional mentoring.

Reflecting TNB’s commitment to diversity, equity and the empowerment of women, EmpowerHer is a six-month programme which pairs five of the company's senior women leaders with 14 emerging talents within TNB with a focus on knowledge sharing, confidence building, and inclusive leadership.

Diversity and Inclusion (D&I) are the Keys to a Brighter Future

At TNB, we strive to make sure that D&I is kept and realised at all levels of our organisation where possible, making it our strategic commitment to strengthening governance, performance and our long-term value.

Our vision for the future is clear. We want to build an inclusive organisation where leadership reflects the society we serve, and where every talented person has the chance to rise based on their merits and strengths.

Keeping in line with ESG commitments and national aspirations, we continue to advance the meaningful participation of women in decision-making and senior roles across TNB.

TNB remains steadfast in its commitment to advancing gender equity within its leadership pipeline by investing in our talent through comprehensive learning an development, and cultivating a culture that values diversity and equal representation. These efforts are integral to our broader ESG strategy and reflect our dedication to building a resilient, future-ready organization.

By nurturing a workplace where all talent can thrive, we continue to power a Better. Brighter. future for all Malaysians.

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