Employee Diversity

Inclusion as a Key to Sustainability

Pupuk Indonesia believes that diversity and inclusion are key to achieving sustainable success. Therefore, Pupuk Indonesia continues to increase women’s participation across various management levels and in STEM (Science, Technology, Engineering, and Mathematics) fields.

The role of women in Pupuk Indonesia’s management continues to grow alongside increasing gender equality across the organization. Currently, women hold a number of key leadership positions and contribute to strategic decision-making, supported by career development, training, and empowerment programs. By continuing to provide equal opportunities and career development support, we are confident that women’s representation in management will continue to increase in the future.

Through these initiatives, Pupuk Indonesia is committed to continuously supporting and promoting workplace diversity, creating an equitable environment for all, and enabling all employees to realize their full potential regardless of gender.

Female Employee Representation

• Of total employees: 10.09%
• Management positions: 15.30%
• Junior management positions: 15.66%
• Top management positions: 11.11%
• Management positions in revenue-generating functions: 8.22%
• STEM positions: 24.26%

The percentage of women at the management level (15.30%) is higher than their proportion of the total workforce (10.09%), while women’s representation in STEM positions reaches 24.26%.

Local Talent, National Collaboration

With 7,882 employees across Indonesia, Pupuk Indonesia upholds equality throughout all talent management processes, regardless of ethnicity, religion, race, or social group. Based on nationality and ethnicity classifications, 100% of the workforce are Indonesian citizens across all organizational levels and management positions. This composition reflects the optimization of culturally diverse local talent, united by a strong spirit of corporate collaboration.

Employee Development

Measurement of Employee Development Program Impact

PT Pupuk Indonesia (Persero) ensures that every investment in capability development delivers measurable impact by monitoring relevant performance indicators.

One of the implementations of the capability development program is the Technical Competency Upskilling Program (T-CUP), an intensive training program designed to enhance the technical competencies of PI Group employees in line with their respective job requirements and position levels. From November–December 2025, PTPI trained C-Level Account Executives (AE) and Assistant Account Executives (AAE) to strengthen their capabilities in supporting the achievement of business targets.

Measurable Results

The distribution of subsidized fertilizers remained above target, in line with the strengthening of the Sales function’s capabilities.

Impact on Sustainability

Through targeted competency development and business indicator-based performance measurement, Pupuk Indonesia continues to strengthen employee capabilities to support sustainable business growth.

Employee Development Program Impact Measurement.pdf

Cultural Education and Diversity Awareness

PT Pupuk Indonesia (Persero) is committed to developing employee competencies through cultural education programs aimed at increasing awareness, understanding, and respect for diversity in cultural backgrounds, values, and individual perspectives. This initiative is directed at strengthening interpersonal skills and cross-cultural collaboration, while building an inclusive, harmonious, and mutually respectful work environment across Pupuk Indonesia Group.

As part of these efforts, Pupuk Indonesia Group held the Learn & Share Employee Well-being program titled “Diversity, Equity, and Inclusion: Building a Culture of Belonging” on 19 June 2025, featuring Andy F. Noya as the speaker. The program serves as a learning platform for employees to raise awareness of the importance of diversity, understand differing perspectives, and foster mutual respect in workplace interactions. Through this activity, the Company encourages every employee to play an active role in nurturing diversity and creating a safe, comfortable, and inclusive work environment that supports a growing sense of belonging.

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Pupuk Indonesia is committed to enhancing employee competencies and capabilities through structured and continuous learning and development programs. Competency development programs are implemented through various types of training designed to support the development of technical, managerial, and leadership competencies, as well as the Company’s business needs.

As part of its commitment to transparency in talent management, PTPI regularly monitors employee participation in competency development programs. PTPI’s 2025 Sustainability Report presents information on employee competency development, including training programs categorized by training type, gender, and employment status. To further strengthen information disclosure, the Company also presents a breakdown of training participation by management level and age group, as follows:

Number of Employees Participating in Training by Management Level

Number of Employees Participating in Training by Age Group

Support Facilities

Pupuk Indonesia places employee health and well-being as the main pillar in creating a productive and harmonious work environment. We provide work facilities that are clean and safe and support employees' mental and physical well-being. To help employees balance their professional and personal lives, the Company implements flexible working hours, including a Work From Home (WFH) system. In addition, supporting facilities such as lactation rooms and childcare are available to support the convenience of employees, especially parents. The Company also encourages employees’ physical health and mental health through health socialization in print media, health webinars/seminars, and the VIRAL (Virtual Running, Walking, and Cycling) program, as well as employee Sports Communities, including Diving, Running, Riding, Golf, Bicycle, Tennis, Basketball, Soccer, and others. These efforts aim to maintain employees’ physical and mental health, increase productivity, and support the sustainability and growth of the company.

Respectful & Inclusive Workplace Policy

Pupuk Indonesia's commitment to the Respectful & Inclusive Workplace Policy (RIWP) aligns with the Circular Letter from the Minister of State-Owned Enterprises No. SE-3/MBU/04/2022, which Pupuk Indonesia has ratified through the RWP guidelines policy PI-SDM-PD-009. The Respectful & Inclusive Workplace Policy emphasizes the importance of ethical behavior, equal opportunities, and the protection of employee rights, ensuring that each individual can work in a supportive environment, free from discrimination, harassment, or unsafe conditions. Under this policy, Pupuk Indonesia is committed to:

1. Strictly prohibits all forms of sexual and non-sexual harassment, whether in daily interactions, written communications or in any context in the work environment.
2. Zero tolerance for discrimination based on race, religion, gender, sexual orientation, age, disability, or other background, and strict disciplinary action be taken against individuals found to have committed harassment or discrimination.
3. Raising awareness, providing a deep understanding of unacceptable behavior, and ways to report incidents of harassment and discrimination.

All employees are required to report incidents of harassment and discrimination directly to their supervisor or through anonymous reporting channels, with assurances of confidentiality and protection from retaliation.

Employee Performance Evaluation

Pupuk Indonesia implements an integrated performance management system to ensure that every employee has clear, measurable work objectives that are aligned with the company’s strategy. The Management by Objectives (MBO) approach is combined with Key Performance Indicators (KPIs) at both unit and individual levels, ensuring that personal contributions directly support the achievement of team and corporate targets.

In addition, to enhance objectivity, the company applies Multidimensional Performance Appraisal (360-degree feedback), which incorporates input from supervisors, peers, subordinates, and external stakeholders. This method provides a comprehensive overview of employee strengths and development areas. The Team-Based Performance Appraisal approach emphasizes collaboration, synergy, and collective results, thereby fostering a culture of mutual support and knowledge sharing across units.

To support continuous competency development, the company also adopts agile conversations as a form of real-time, dialogue-based coaching. Through open conversations, leaders can provide direct feedback, identify obstacles early, and adjust development plans according to employee needs.

By combining MBO, 360-degree feedback, team performance evaluations, and agile conversations, Pupuk Indonesia cultivates a fair, inclusive, and continuously improving work culture. This ensures that employees are not only focused on achieving individual targets but also contribute to team success and the company’s overall vision, while their individual contributions are duly valued.

Employee Experience Survey

Listening to Employees, Measuring Real Commitment

Pupuk Indonesia not only cares about its employees, but also measures their experience systematically every year since 2023, from recruitment through the end of their assignment, as part of the Human Experience Management Roadmap.

A total of 82 statements are assessed based on their level of impact and scale of implementation, covering meaningful work, strong management, positive workplace, health & wellbeing, growth opportunity, and trust in the organization.

Consolidated Results

Scores consistently above 82% for two consecutive years indicate a stable and well-maintained employee experience.

Aspects Measured in the Survey

1. Job Satisfaction The majority of employees are satisfied because their skills are effectively utilized, their roles are clearly understood, and they receive strong team support.
2. Purpose The majority of employees perceive that the goals of their work and the objectives of their roles are aligned with the Company’s mission.
3. Happiness Employees feel happy at work, supported by the Employee Well-Being Program, which addresses physical, mental, financial, and social wellbeing, as well as the Respectful Workplace Policy and the principles of DEI (Diversity, Equity, Inclusion).
4. Stress The majority of employees do not experience work-related stress. Pupuk Indonesia continues to strengthen mental health and social support to foster a supportive work environment.

Employee Recruitment

Pupuk Indonesia implements a transparent and fair recruitment process that provides equal opportunities to all candidates based on their competencies and the Company’s workforce requirements. Talent needs are fulfilled through two recruitment channels: external recruitment to attract new talent from outside the Company, and internal recruitment through promotions and transfers as part of employee career development.

As part of its commitment to transparency in talent management, Pupuk Indonesia monitors recruitment performance, including the number of new employees hired through external recruitment and the number and percentage of positions filled by internal candidates. The profile of new employees by gender, employment status, age group, and region has been disclosed in Pupuk Indonesia’s 2025 Sustainability Report. The following information supplements this disclosure by presenting recruitment performance for the 2022–2025 period.

Employee Recruitment Performance

1. Human Rights

Commitment and Scope

PT Pupuk Indonesia (Persero) is committed to respecting and protecting human rights across all operational activities and business relationships. This commitment extends beyond permanent employees and covers:

• All employees: Permanent employees (PKWTT) and fixed-term contract employees (PKWT), including pregnant and breastfeeding employees, persons with disabilities, and employees approaching retirement age.
• The Company’s Business Ecosystem: Outsourced workers (TKAD), supported Micro, Small, and Medium Enterprises (MSMEs), vendors, farmers, and supply chain partners.

Human rights risk assessments consider the nature, scale, scope, and remediability of potential impacts. Assessment results are classified into three risk levels: low, medium, and high, to determine follow-up priorities and appropriate mitigation strategies.

Methodology and Review Frequency

The human rights risk map is systematically reviewed at least once a year and updated whenever significant changes occur in:

• Operational activities and business processes
• Technology and operational locations
• Regulatory requirements
• Value chain structures or business relationships

The results of these reviews are integrated into the Company’s risk management and decision-making processes and are used to continuously improve human rights protection policies and programs.

Human Rights Issues Assessed (Actual and Potential)

PT Pupuk Indonesia identifies and assesses actual and potential human rights issues relevant to its operations and value chain, including:

No Incidents of Child Labor or Forced Labor Identified in 2025

In 2025, Pupuk Indonesia conducted a comprehensive assessment of child labor and forced labor risks across its internal operations and supply chain. The assessment found no identified incidents or actual risks within internal operations, outsourced workforce arrangements, or the supply chain throughout 2025.

These findings reinforce the Company’s commitment to protecting fundamental labor rights in accordance with ILO Conventions C138 and C182, as well as applicable Indonesian labor regulations, including Law No. 21 of 2000 concerning Trade Unions, Law No. 2 of 2004 concerning Industrial Relations Dispute Settlement, and Government Regulation No. 35 of 2021 concerning Fixed-Term Employment Agreements, Outsourcing, Working Hours and Rest Periods, and Termination of Employment.

Grievance Mechanisms and Follow-Up Actions

Grievance channels are accessible to employees, customers, business partners, and external stakeholders. Reports supported by evidence are subject to fair examination and investigation, followed by corrective actions and sanctions in accordance with applicable regulations and Company policies. In 2025, no grievances related to human rights violations were reported.

The effectiveness of preventive and mitigation measures is monitored through seven mechanisms: (1) evaluation of human rights programs and policies, (2) internal and external audits, (3) analysis of stakeholder grievances, (4) employee dialogue and feedback, (5) supplier compliance assessments, (6) updates to human rights risk profiles, and (7) regular Bipartite Cooperation Institution (LKS Bipartit) meetings with labor unions. Monitoring results are used to continuously improve the Company’s human rights protection policies, procedures, and programs.

Human Rights Protection Programs and Policies

The Company’s commitment to human rights protection is implemented through the following programs and policies:

2. Human Rights Due Diligence and Risk Assessment

Human Rights Due Diligence and Risk Assessment: 1,756 Rights Holders Assessed in 2025

In 2025, Pupuk Indonesia conducted a human rights risk assessment as an integral part of its human rights due diligence process to: (1) identify potential adverse impacts on rights holders, (2) determine relative risk levels, (3) prioritize mitigation measures, and (4) monitor the effectiveness of human rights protection programs.

The assessment covered all internal operational units and groups within the Company’s value chain, including outsourced workers from four service providers (PT Rekayasa Cakrawala Resources, PT Fokus Jasa Mitra, PT Yepeka Usaha Mandiri, and PT Ima Meukat Raya), workers at supplier facilities, vendors, distributors, transporters, farmers using the Company’s products, supported Micro, Small, and Medium Enterprises (MSMEs), and local business partners.

Scope and Results of Human Rights Risk Identification in 2025

The following table presents the scope of human rights risk identification across internal rights holders and the Company’s business ecosystem:

The 100% risk identification coverage indicates that the human rights risk profiles of all rights holders within the defined assessment scope have been evaluated. The 100% mitigation coverage indicates that all assessed rights holders are covered by integrated social protection measures and mental health support services.

Human Rights Risk Identification Results

Human Rights Risks Mapped Transparently, with Mitigation Prioritized for the Highest-Risk Groups. Of the eight rights holder groups assessed, two were classified as high risk, five as medium risk, and one as low risk.

Based on the risk mapping above, mitigation priorities are focused on high-risk groups, particularly outsourced workers (TKAD) and supply chain workers, through compliance assessments and industrial relations practices aligned with applicable labor regulations. For medium- and low-risk groups, preventive measures and ongoing monitoring are implemented in accordance with the Company’s business context and applicable regulatory requirements.

Implementation of PI Peduli and PI Careline Programs: Protection Reaching 2,462 Beneficiaries

The PI Peduli program is integrated with BPJS Ketenagakerjaan (Employment Social Security), while access to PI Careline (mental health support services) is available to all categories of rights holders. Participation in the PI Peduli Program as of December 2025:

All 1,756 internal rights holders have registered access to PI Careline, including permanent employees (PKWTT), fixed-term contract employees (PKWT), pregnant and breastfeeding employees, employees with disabilities, employees approaching retirement, and outsourced workers (TKAD). This ensures that no one is left behind in accessing mental health protection and support services.

Continuous Commitment and Improvement Roadmap

PT Pupuk Indonesia is committed to continuously enhancing the effectiveness and coverage of its human rights protection programs. In the coming years, the Company will focus on: (1) expanding BPJS Ketenagakerjaan coverage to all categories of outsourced workers without exception, (2) improving access to PI Careline by increasing service capacity and awareness across all operational locations, and (3) strengthening regular monitoring and evaluation of program effectiveness.

Through this integrated and holistic approach, PT Pupuk Indonesia ensures that human rights protection is not merely a regulatory compliance obligation but an integral part of the Company’s corporate culture and business strategy.