In 2021 GoTo had 9,493 full-time equivalents across all countries of operation and divisions. Based on group-by-country data, the average percentage of the Company's workforce is women ~35% at all levels (including management). GoTo engages ~4,000 daily workers to support warehouse and logistics operations. ~70% of all PT Swift Logistics (warehouse operations staff) are daily workers at ~2,000. GoTo logistics engages the balance of ~2,000 daily workers. GoTo has 2.6 million registered drivers on the platform in Southeast Asia that work as independent operators, i.e., self-employed drivers/partners. These motorbike/car/truck drivers are not employees of GoTo.
At the time of the appraisal, GoTo is harmonizing all workers' policies, procedures, and terms and conditions. GoTo HR policies include (amongst others) anti-sexual harassment and discrimination, code of conduct, grievance, disciplinary, termination, induction training (post contract signing), annual leave, and OHS, which are generally aligned to IFC PS2 requirements.
Though no labor union exists within GoTo, according to its senior management, the Company does not prohibit the workers' right to form and join, in line with the prevailing regulations.
Sample employment contracts reviewed for full-time are generally aligned to IFC PS2. However, daily worker contracts did not include annual leave or social security benefits (Badan Penyelenggara Jaminan Sosial (BPJS). As outlined in ESAP #4; the GoTo will update its daily workers' terms and conditions to include: i) annual leave entitlements (based on a pro-rata basis) for all daily workers engaged; ii) include statutory social insurance for all workers (BPJS); iii) remove all current penalties and system of fines applied to this group for nonattendance and or loss or damage of stock items. In addition, As per ESAP#5, GoTo will update its HR policies and procedures to include; i) a human resources legal register for all countries of operation and define the responsibilities for periodic review of regulatory updates, identification of impacts to labor practices, circulation of updates to team, and auditing of human resource management by division, subsidiary and JV so that contracts, terms, and conditions, working conditions are updated and maintained according to most recent regulations; ii) review its contract renewal process, to consider providing full-time contracts to its repeating term contracted employees; iii) align its payment policy for training days and its long term-open ended daily work arrangements, in line with host country labor law requirements. Updates will be communicated and socialized to all current and future workers.
GoTo Severance Policy (retrenchment) highlights the steps to determine redundancy, the calculation of redundancy allowances, benefits, and the management of discretionary bonuses in line with labor laws in India, Vietnam, Singapore, and Indonesia. In 2021-2022, GoTo in Indonesia retrenched ~1,300 workers, representing ~12% of the workforce. Between March and April 2023, an additional ~688 workers were retrenched, bringing total headcount retrenchment to ~24% of the workforce between November 2022 and the present. As outlined in ESAP #6, GoTo will update its retrenchment policy and procedure to include formal engagement with impacted workers to timely inform them of anticipated retrenchment, timeframe and rationale. The procedure will establish retrenchment selection criteria that are fair, objective and transparent, a team that will supervise the process, a grievance and appeal procedure to negotiate the retrenchment terms and to seek possible alternative options to retrenchment in line with IFC PS2 requirements. GoTo will make these policies and procedures publicly available to all workers.
GoTo has documented its grievance mechanism, which allows for the submission of anonymous grievances and is readily accessible to all worker groups, in line with IFC PS2 requirements.
GoTo has a documented formal policy on preventing sexual harassment, per applicable legal requirements. The policy covers aspects such as awareness raising, prevention, and grievance mechanism and applies to all categories of employees. The procedure outlines the steps for receiving, reviewing, escalating, and committee formation for the investigation to the point of resolution with anonymity and confidentiality applied throughout the process.
Occupational Health and Safety: No accidents have been reported for office operations. Warehouse operations, primarily fulfilment warehouses, are known for risks relating to repetitive strain injuries such as carpel tunnel syndrome due to the repetitive nature of the work. The lost time injury frequency rate (LTIFR - number of lost time injuries per 1,000,000 working hours) for warehouse operations is around 0.6, below good international industrial practices for warehousing and storage (https://www.bls.gov/iif/oshsum.htm). Ibid, Gojek, LTIFR is 10, below industry standards. The fatal accident rate per 100,000 workers is calculated as 3.6. GoTo will continue to promote road safety training and defensive driving techniques to its teams with ongoing refresher training as part of the driver/partner engagement (See ESAP #2). In addition, as outlined in ESAP #7, GoTo will develop presentation materials, including verbal methods to communicate the Terms and Conditions for platform use to drivers/partners and awareness-raising programs on grievance/reporting channels and emergency support options.
All fatal accidents are investigated by GoTo (as well as the national authorities). Safety training is provided in person and online to drivers/partners with geo-positioning data to track drivers' speed and send notifications if excess rates are spotted. GoTo has insurance options for its users, works on preferential arrangements for those with good road safety records, and has bulk agreements with garages to offer improved prices for servicing and maintenance. GoTo also provides ambulances and a dedicated helpline for emergencies.
Supply Chain: GoTo applies a vendor code of conduct to its supply chains, referencing the OECD Guidelines for Multinational Enterprises, UN Principles for Responsible Investment, UN Principles for Sustainable Insurance, UK Bribery Act, and the United States Foreign and Corrupt Practices Act. The document requires all vendors to commit to i) prohibiting the use of all types of forced and child labor; ii) wages meeting minimum standards following the law; iii) working hours following industry practice, and all overtime is voluntary; iv) having non-discriminatory practices, the right to unionize; v) grievance channels; vi) anti-harassment within the workplace; and vii) ensure compliance to prevailing laws and regulations for OHS in the workplace with systems to identify and remedy non-compliance. GoTo manages outsourced labor providers through contract clauses requiring the provider to comply with prevailing labor laws and regulations. As outlined in ESAP #8, GoTo will integrate the IFC Performance Standards and World Bank Group General EHS guideline levels into the Vendor Code. This code will be amended to require the Vendor to place a summarized version (especially of labor-related provisions) in an appropriate accessible language within a common area of its workplace. As part of ESAP #2, the ESMS will include a GoTo Vendor Auditing and Monitoring SOP. In addition, to ensure that outsourced labor rights are protected, on joining the GoTo for operations, all outsourced staff will be made aware of and have access to grievance and anti-sexual harassment reporting channels.
Future development of EV manufacturing plants will require networks of suppliers and raw and fabricated materials. The source of these materials, particularly battery components, will be subject to supply chain management, as referred from ESAP #2.
