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Environmental Aspect
Environmental Aspect
Mitratel strives to maintain efficiency and quality of operations, and is committed to reducing its environmental impact by implementing environmental management systems and policies.
Mitratel is a company that provides telecommunication infrastructure for mobile operators through the infrastructure leasing business model. In carrying out its business activities, Mitratel strives to maintain efficiency and operational quality, as well as a commitment to reduce the environmental impact by implementing a certified environmental management system and continuously improving its environmental policies.
Energy Usage Volume Table
Scope 1 and Scope 2 Total Emissions
Environmental Complaints
Mitratel provides opportunities for the community to provide input and feedback, as well as to submit complaints related to environmental concerns. Mitratel strives to address complaints in a transparent manner and periodically shares solutions with the relevant stakeholders. In 2022, complaints included insurance claims, concerns related to land ownership rights, land rental, lease extension related to acquisition, and the impact of towers on the community. To address these complaints and promote the benefits of telecommunications towers, our regional teams proactively engage in intensive and persuasive approaches that emphasize dialogue to achieve agreement with the surrounding community.
Social Aspect
Social Aspect
Mitratel continues to support the SDGs through socially responsible business practices and community focused CSR initiatives.
In order to overcome business challenges, the Company strives to optimize every function in order to support operations and attain predetermined goals. Nonetheless, the Company continues to prioritize human resource development as the foundation for achieving goals and remaining competitive.
Equal Employment Opportunity
Equal employment opportunity is implemented in Mitratel as a form of compliance with the Labor Law Number 13 Year 2003 and the Ratification of ILO Convention No. 111 Concerning Discrimination in Respect of Employment and Occupation, as well as the Guidelines on Equality and Non-Discrimination in the Workplace in Indonesia issued by the Ministry of Manpower and Transmigration of the Republic of Indonesia.
The Company always provides equal and broad job opportunities and rights to all employees regardless of religion, ethnicity, race, social status, skin color, gender, or other physical conditions, in accordance with applicable labor laws and regulations. The Company’s commitment is stated in the Company’s Code of Ethics, which stipulates that the Company does not show bias, treats everyone fairly, respects diversity, and provides equal opportunities.
Furthermore, the welfare of all employees is highly prioritized by the Company to maintain synergy between employees and the Company in achieving optimal work productivity and performance. The Company also does not tolerate discriminatory treatment against employees based on race, ethnicity, religion, age, gender, wealth, sexual orientation, labor union membership, political affiliation, health condition, disability, or physical constraints, including pregnancy.
The Company strives to provide equal opportunities for all employees in career development programs, where the HR development system in place internally provides equal opportunities for every employee to be promoted to higher positions according to the organizational structure of the Company.
Recruitment and Turnover
The recruitment process is an important phase for the Company’s HR management as it plays a vital role in the development of the Company’s business. In the recruitment process, the Company ensures that candidates have the appropriate abilities and attitudes that match the Company’s values and culture.
The recruitment process in the Company is conducted openly by prioritizing the principle of equality and providing equal opportunities for everyone who meets the required qualifications. The Company does not discriminate against job applicants based on ethnicity, religion, race, social status, or gender.
By hiring local workers who live close to the company’s operations—or at least those who reside in one district or city—in accordance with the Company’s requirements and needs, the Company also hopes to benefit the areas in which its operations are located. As a result, the Company’s presence adds value to the community.
During 2022, Mitratel recruited 32 new employees according to the Company’s needs. This number increased compared to the recruitment in 2021, which was 12 employees. The composition of new employees resulting from the 2022 recruitment based on gender and age range is presented in the following tables:
Table of New Employee Composition for 2020-2022
In addition, there were employees of the Company who left their jobs for various reasons such as retirement, resignation, end of contract, death, and others. During the reporting year, the number of employees who terminated their employment and left the Company was recorded as 32 people. The composition of employees who terminated their employment and left the Company based on gender and age range is as follows:
Table of Employee Termination for 2020-2022
Based on the data of employees who terminated their employment and left the Company, the level of employee turnover during the reporting year can be determined. In this report, turnover is defined as the tendency or intensity of individuals to leave the Company for various reasons and one of them is motivation to get a better job. Thus, employee termination due to normal retirement and death does not become a factor in the turnover rate. With this definition, the turnover rate in 2022 is as follows:
Based on the table above, the turnover rate in 2022 is 2.98%, an increase compared to 2021, which reached 1.52%.
With the addition and reduction of these employees, the composition of Mitratel’s employees as of December 31, 2022 is as follows:
Employee Composition by Employment Status
Employee Composition by Education Level
Employee Composition by Age Range
Employee Composition by Level of Position
Education and Training
Mitratel seeks to optimize its human resource management by providing its employees with a variety of training and motivational programs. The Company is committed to facilitating employee development based on the premise that the quality of human resources influences the quality of business outcomes. Included in the human resource development programs are formal and informal education, training, workshops, knowledge sharing, and seminars designed to improve competencies and career prospects.
Employee competence development at Mitratel is implemented based on a curriculum designed within the Tower Academy framework, which is divided into four development areas: Organization Awareness, Leadership, Functional, and Productivity, with corresponding development focuses and goals.
In 2022, Mitratel held 70 training programs, consisting of:
- 18 face-to-face trainings
- 41 e-learning trainings
- 3 webinars
- 8 certifications
With a total of more than 1,475 man-days of training or equivalent to 2.75 man-days per employee.
During 2022, the Company conducted 70 education and training programs, which were attended by 1,137 participants. The total training hours in 2022 were 2,156 hours.
To fund its various education and training programs programs, as of 31 December 2022, Mitratel incurred expenses of Rp2.7 billion, an increase compared to 2021, which reached Rp2.0 billion. The increase was due to the Company re-conducted intensive and face-to-face training after the pandemic.
Table of Education and Training Costs for 2020-2022
Employee Welfare and Fair Wages
Mitratel is committed to ensuring the well-being of its employees. The Company ensures that it has fulfilled employee rights, especially those related to labor regulations and remuneration.
The remuneration system used by the Company is competitive, fair, and based on several factors such as the complexity of the position, the wage scale, employee performance, availability of the position, and others. The Company also continuously follows the applicable regulations in terms of salary payments. This is reflected in the percentage of the lowest-paid permanent employees of the Company, which is at least 110% of the Provincial Minimum Wage.
In addition, the Company provides facilities and additional benefits that are appropriate for each employee’s job level. Mitratel believes that a good remuneration strategy is one of the important factors in retaining the best talent in the Company.
The Company establishes an employee remuneration policy with the principle of fairness based on career development, contribution, and performance of each employee, through
the 3P method, namely:
- Pay for Person to reward individual competence.
- Pay for Position to appreciate position level.
- Pay for Performance to reward the fulfillment of predetermined targets.
In addition, the Company also always maintains the balance of its remuneration policy with the Company’s financial condition, and observes applicable practices and standards in the industry.
The structure and components of Mitratel’s employee remuneration consist of:
Child Labor and Forced Labor
Mitratel always complies with labor regulations in Indonesia, including the minimum age and working hours of employees. The Company ensures that all employees, whether permanent or contract, are over 18 years old, in accordance with recruitment policies.
Regarding working hours, Mitratel ensures that employees work for 40 hours per week. This is in accordance with Law No.13 of 2003 on Employment and Law No. 11 of 2020 on Job Creation. Employees who work overtime will receive compensation in accordance with applicable regulations.
Mitratel does not employ children and there are no cases of forced labor, thus there are no sanctions or fines from regulators. During the reporting year, the Company also did not record any complaints related to child labor or forced labor.
Safe and Comfortable Working Environment
Mitratel’s objective is to create a safe, comfortable, healthy, and injury-free work environment. To accomplish this, the Company strives to prepare mitigation measures for all types of risks that can negatively impact the health and safety of employees, business partners, customers, and visitors to company facilities.
Mitratel’s OHS Policy
Mitratel is committed to always meeting customer satisfaction and related party requirements by implementing an Occupational Health and Safety Management System compliant with ISO 45001:2018 requirements and making continuous improvements. To meet this policy, the Company strives to:
- Implement OHS Management System at all levels of the Company.
- Comply with laws and other requirements related to the OHS Management System.
- Minimize business risks, manage safe and accurate information, prevent pollution, improve work efficiency, streamline resources utilization, eliminate fatal workplace accidents, and prioritize environmentally friendly products.
- Provide adequate resources to implement the OHS Management System, including increasing worker competence in accordance with their duties and responsibilities.
- Periodically communicate and educate all personnel about this policy, and ensure that the K3 Management System Policy is communicated to subcontractors and accessible to related parties..
- Regularly conduct management reviews to ensure that the strategy remains relevant and in line with the Company’s dynamics.
Mitratel’s Contribution to the Surrounding Community
Mitratel is dedicated to delivering value to its stakeholders. This commitment is realized by implementing Corporate Social Responsibility (CSR) programs, as required by Law No.40 of 2007 on Limited Liability Companies. Government Regulation No. 47 of 2012 on Social and Environmental Responsibility for Limited Liability Companies reinforces this regulation. This regulation emphasizes the need for every natural resource-related businesses to implement social and environmental responsibility programs.
CSR is one way for Mitratel to balance business interests with community and environmental concerns. The Company views CSR programs as a moral obligation to provide greater societal benefits. These programs are not only philanthropic, but also empower participants to ensure business continuity and increase the value of the Company.
Sustainability Strategy Implementation to Support SDGs
Mitratel is committed to managing sustainability aspects, particularly in the telecommunications infrastructure sector, and contributing to the achievement of Sustainable Development Goals (SDGs) in Indonesia through the implementation of a sustainability strategy. This policy reflects Mitratel’s commitment to respond responsibly to significant and relevant social, economic, and environmental issues within the context of sustainability.
In the context of SDGs, one of the Government’s goals is to improve the community’s welfare and health. Presidential Regulation No. 59 of 2017 on the Implementation of Sustainable Development Goals Achievement ratified the SDGs. On the basis of this legal framework, various parties, including the business community, are urged to assist the government in achieving its sustainable development objectives. Mitratel continues to support the SDGs through socially responsible business practices and community-focused CSR initiatives.
Mitratel has conducted mapping to identify the contributions of CSR programs to SDG targets in the context of contributing to the achievement of sustainable development goals. Beneficiaries have benefited from the implementation of CSR programs until the end of 2022. In accordance with Mitratel’s primary business and social environmental activities, the following describes the CSR programs’ priorities and how they contribute to the attainment of the SDGs:
Table of CSR Activities in 2022
Cost of Social and Environmental Responsibility Program
Throughout 2022, Mitratel spent a total of Rp1.31 billion for the implementation of TJSL activities. This amount increased compared to the previous year’s expenditure of Rp1.28 billion.
Public Complaints
Mitratel’s implementation of TJSL/CSR activities involves not only the completion of previously planned initiatives, but also the development of communication and direct community relationships. During these events, community members can directly report any problems or negative effects caused by the company’s operations. In addition to direct reporting, the public, including consumers, can also submit complaints via:
Telkom Landmark Tower Building, 25-27th floor
Jl. Gatot Subroto Kav. 52 Jakarta, 12710, Indonesia
(021) 2793 3363
mitratel@mitratel.co.id
fax: 021 2277 0817
Complaints may encompass not only the effects of the Company’s operations, but also any issues deemed contrary to ethics, integrity, and norms, as well as any suspected violations of regulations or actions that disrupt the environment. As of the end of 2022, no public complaints contradicting these values have been received regarding the company’s business activities and CSR initiatives.
Best Service for Customer Satisfaction
Customers is one of Mitratel’s primary stakeholders. Their presence is essential for the Company’s growth and longevity. The greater the Company’s ability to acquire and retain customers, the more secure its future will be. Mitratel aspires to establish a close relationship with its customers by delivering superior products and services.
Mitratel is committed to providing all customers with superior and equal service. This commitment is fulfilled by: [F.17]
- Strengthening customer intimacy and engagement with customers.
- Strengthening and accelerating the fulfillment of service level agreements (SLAs) in the provision of products and services ordered by customers.
- Strengthening effective operations management processes to meet operational and maintenance activities in accordance with agreed SLAs.
Mitratel’s core business processes are designed in a structured way to ensure that the implementation of products is well-monitored and controlled, from fulfillment and assurance to billing.
Mitratel has implemented a variety of measures to enhance the quality of its products and services by enhancing and digitizing processes. Mitratel’s existing digitalization products to improve quality include M-Project for monitoring deployment progress so that it can be monitored from a process and delivery time perspective in accordance with customers’ SLAs.
The AMPUH application is a periodic operation process monitoring application that can provide service assurance to customers.
Innovation processes in Mitratel are carried out by maximizing learning through sustainable development and improvement. As mentioned above, throughout 2022, Mitratel has developed several innovations such as using alternative materials to replace iron such as CFRP and re-engineering programs to improve tower construction efficiency.
Customer Health and Safety
The Company is committed to supplying products and services that comply with applicable standards and making the health and safety aspects of consumers a top priority. This commitment is fulfilled by adhering to the applicable telecommunications industry regulations.
Mitratel’s efforts to ensure the health and safety of its customers include the implementation of optimization and innovation in green energy through the use of solar panel systems at a number of its facilities. In addition, Mitratel strives to prevent frequency and radiation leaks that could affect customers and the general public.
Recalled Products/Services
Throughout 2022, there were no products recalled by the Company. Mitratel ensures that every marketed product has gone through strict inspection processes and is in compliance with internationally recognized standards.
Product/service returns have never been made by Mitratel, as the Company has established business processes in accordance with policy implementation using standardization (ISO 9001:2015), which includes key elements in improving Mitratel’s product/service quality:
- People
- Process
- Tools (IT Support)
- Performance (Partners and PO)
- Policy and Regulations (Supporting Policies)
- Customer Satisfaction Survey
