Maybank: Building an Age-Inclusive Workplace that Benefits Employees and Business

Business Case

Guided by its mission of "Humanising Financial Services" and its People First philosophy, Maybank recognises that employees of all ages bring unique strengths and perspectives to the organisation. Older and long-serving employees, in particular, contribute valuable experience, deep institutional knowledge and trusted customer relationships built over time. By fostering an age-inclusive workplace, Maybank retains this expertise, facilitates skills and knowledge transfer across generations, and strengthens workforce continuity. These efforts not only support employee well-being and career longevity, but also help the Bank build a resilient workforce, preserve customer trust and meet evolving business and customer needs.

Featured Age-Inclusive Practices 

• Fair Employment Practices 
• Re-employment Practices 
• Job Redesign
• Fair Performance Management 
• Employee Well-being Programmes 
• Training & Development Initiatives 

Implementation 

To foster an age-inclusive workplace, Maybank has implemented the following strategies and initiatives. 

Creating an Age-Friendly Environment

Maybank's age-inclusive efforts begin with a commitment to fair employment practices. Its recruitment and selection are based on skills, knowledge and experience rather than age, while employees are assessed and rewarded based on merit. 

This commitment extends to creating a work environment that enables older employees to continue contributing comfortably and effectively. The Bank has introduced practical workplace enhancements to improve comfort, accessibility and ease of work. These include larger computer monitors, reconfigured workstations and motorised ladders in its warehouse, reflecting Maybank’s efforts to adapt the workplace to better support employees across different life and career stages.

Maybank also offers a flexible benefits scheme that allocates medical points based on age bands, enabling employees to claim a wide range of health and wellness-related items while offering greater support for older workers. In addition, the Bank provides platforms for employees to serve as mentors and mentees in projects requiring cross-sector and cross-border collaboration. These opportunities encourage knowledge sharing and collaboration across the workforce, while enabling experienced employees to share their expertise and institutional knowledge. 

Nurturing a Multi-generational Workforce 

Maybank has also implemented age-inclusive strategies to support a multi-generational workforce and nurture a future-ready talent pool. Reflecting its commitment to providing equal opportunities for all and ensuring that “no employee is left behind”, the Bank invests in developing employees’ capabilities. 

Accessible learning resources such as MyCampus support continuous upskilling across all age groups, empowering older workers to build digital capabilities and stay relevant in an evolving workplace. In 2025, 99.6% of Maybankers in Singapore participated in at least one learning activity on MyCampus (an in house learning platform that supports structured workplace learning and continuous skills development), reflecting near-universal learning engagement across Maybank Singapore. 

Beyond supporting individual development, continuous learning also enables employees from different generations to collaborate more effectively, combining experience, customer insights and digital capabilities to deliver better outcomes for customers.

As part of its digital transformation efforts, Maybank also identifies roles that may be impacted by technological change and supports affected employees by reskilling them for new and emerging roles. Beyond technical skills, Maybank also invests in leadership and people management development to strengthen employees’ leadership and supervisory capabilities.

To support career mobility and longevity, the Bank also offers initiatives such as the Career Conversion Programme (CCP) and its Internal Transfer & Mobility policy. Employees who have served at least two years in their current role may apply for internal transfer, providing opportunities to explore new career pathways within the Bank. Together, these initiatives enable employees, including mature workers, to acquire new skills and knowledge, broaden their experience and pursue continued career growth within the organisation.

Going the Distance in Re-employment

As a first mover in the banking sector, Maybank was the first bank in Singapore to incorporate re-employment terms in its Collective Agreement, signalling its commitment to helping employees stay active and continue contributing as they age. The Bank extends re-employment opportunities beyond the statutory retirement age for eligible employees.

Beyond re-employment, the Bank continues to engage retired employees by maintaining relationships with them and offering short-term or part-time assignments when suitable opportunities arise. This allows Maybank to retain access to valuable expertise while providing retirees with flexible opportunities to remain active in the workforce. In addition, re-employed retired unionists are allowed to continue holding key positions in the Executive Committee, reflecting the Bank’s commitment to valuing their contributions. 

Outcomes

Maybank has long championed progressive employment practices, strengthening its position as an Employer of Choice. Its commitment to equal opportunities and age-inclusive workplace practices enables the Bank to tap into a broader talent pool, foster an engaged and experienced workforce, preserve valuable institutional knowledge, and facilitate skills transfer across generations.

“At Maybank, we believe that fairness and progress go hand in hand. Every Maybanker deserves equal opportunity, respect, and the freedom to grow to their fullest potential. By fostering an inclusive, transparent, and empowering workplace, we not only strengthen our people but also uphold the trust that defines us — enabling our collective success as one Maybank family.” says Mr Alvin Lee, Country CEO, Maybank Singapore. 

In 2025, Maybank Singapore won the Tripartite Alliance Award for Age Inclusive Practices. It also received the Work-Life Excellence Award and the prestigious Pinnacle Award in the same year. 

This article was first published in 2019 and updated in 2026.