Impact Review · Lives
LivesChanged for Good
We are committed to creating equitable, safe, and empowering environments for our people while contributing to meaningful, long-term social impact across the communities in which we operate.
Our Approach
We embed fair labour practices, inclusive workplaces, and continuous investment in our people across our operations. In an industry shaped by complex labour dynamics, we are focused on moving beyond conventional models—creating pathways for meaningful careers through training, development, and equitable opportunities.
Beyond our operations, we work with communities through partnerships and locally driven initiatives that support long-term, sustainable growth. We continue to assess and refine our programmes to ensure they remain relevant and effective in addressing evolving socio-economic needs.
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Advancing people culture & capability
A multi-year journey of change
Our progress across the focus areas has been built step by step — each milestone advancing how we lead, develop, protect and include our people.
Advancing Gender Equity Through Leadership and Advocacy
2024
Launched the Men-Engage Initiative
Launched “empower inclusivity” micro-site (https://empowerinclusivity.com/)
2025
Signed MoU as Patron of the Diversity & Inclusion Working Group of UNGC Network Sri Lanka, providing leadership and advocacy to advance gender and diversity priorities
Recognised as DEI Champion of the Year at the AICPA & CIMA – JXG Pinnacle Awards
Talent Performance Capability Development
2021
Established critical talent retention frameworks to safeguard key capabilities.
2022
Rolled out a refreshed leadership competency framework aligned with strategic priorities.
2024–2025
Revamped performance management and reward structures to strengthen alignment and accountability.
2025
Institutionalised enterprise-wide critical talent identification and strengthened the employer value proposition.
Rewards, Benefits & Mobility
2023
Introduced experience & recharge leave to enhance employee wellbeing
2024
Expanded employee protection through critical illness cover
Launched a policy on global mobility to support cross-border talent deployment
Resilience and Crisis Preparedness
2020–2021
Established enterprise-wide crisis response protocols during COVID-19, including employee care systems.
2022
Expanded response to economic disruption through employee and community support initiatives.
2025
Strengthened disaster response capabilities to address climate-related events, including large-scale employee housing rehabilitation.
Health, Safety and Wellbeing
2023
Introduced dedicated mental health support through the Sri Lanka Sumithrayo – MAS Hotline.
2025
Achieved international safety recognition, including RoSPA Gold Awards across multiple facilities.
Employee Experience, Inclusion & Culture
2017
Introduced formal grievance mechanisms (DNA Helpdesk) to support ethical conduct and transparency.
2021
Activated enterprise-wide purpose initiatives to strengthen alignment and engagement.
2021–2025
Embedded continuous listening through pulse checks and leadership assessments.
2023
Strengthened confidential reporting channels through the MAS DNA hotline.
Digital Enablement & Process Excellence
2017 onwards
Established and continuously enhanced enterprise HR systems through the implementation of the Oracle platform, standardising and integrating key HR functions within a single application while driving ongoing improvements over time
2020–2025
Developed and executed a strategic HR technology roadmap aligned with enterprise priorities
Implemented automated dashboards and data flows to enable insight-driven decision-making via real-time data capture. Strengthened processes for sharing HR insights across all organisational levels
The Strength of Our People
Our manufacturing operations span nine countries, in addition to customer-facing and corporate functions in North America and Singapore. This global footprint enables us to deliver at scale while remaining closely connected to key markets and stakeholders.
We employ a diverse workforce across our operations, bringing together a wide range of skills, experiences, and perspectives that support execution and innovation.
All employees across our operations, including those on the factory floor, are classified as full-time employees, hence the total and the breakdown is similar to the total number of employees. MAS does not employ any staff on a part-time or non-guaranteed hours basis.
Workforce Composition
Our workforce is primarily composed of permanent employees, who account for 81.93% of total employment, reflecting stability and continuity across our operations. A further 8.52% of employees are engaged on temporary or fixed-term contracts, while 9.55% fall under other employment categories.
In certain markets such as Jordan, Kenya, and Vietnam, a higher proportion of employees are engaged on fixed-term contracts. In 2025, fixed-term employment accounted for approximately 70.7% in Jordan, nearly 100% in Kenya, and 96.3% in Vietnam, reflecting alignment with local labour regulations and operational requirements, where contract-based structures are commonly adopted.
Across all regions, MAS remains committed to ensuring that all employees are provided with fair working conditions, equitable opportunities, and access to safe and supportive workplace environments, regardless of contract type.
0
Employees
0
Countries
0.00%
Permanent workforce
0.00%
Female representation
0.00%
Under 30 years
0.00%
New-hire rate
The values for the employees were taken from the system as at 31 January 2026.
Our Workforce Composition Across Key Geographies
Our workforce profile
A stable, diverse and predominantly permanent base
Our workforce profile represents a stable core supported by a predominantly permanent employee base. This flexibility extends to specific markets. Strong female representation and a relatively young workforce contribute to an inclusive and dynamic operating environment throughout the Group.
29,468
Male Employees
68,521
Female Employees
80,281
Permanent
8,347
Temporary/Fixed Term Contract
9,361
Other
Employees by Region
| Region (Country) | Employees | Percentage |
|---|---|---|
| Sri Lanka | 73,034 | 74.53% |
| Indonesia | 6,064 | 6.19% |
| Bangladesh | 5,809 | 5.93% |
| India | 4,279 | 4.37% |
| Kenya | 3,778 | 3.86% |
| Jordan | 3,736 | 3.81% |
| Vietnam | 1,049 | 1.07% |
| USA | 137 | 0.14% |
| Dominican Republic | 95 | 0.1% |
| Singapore | 6 | 0.01% |
| Haiti | 1 | 0% |
Partner and Service-Provider Personnel
Given the scale and complexity of our operations, we work closely with contracted partners and on-site service providers who support essential functions across our facilities. These include sanitation, security, medical services, canteen operations, transport, and other support services that enable safe and efficient day-to-day operations. These partners are considered an integral part of our operational ecosystem and are subject to MAS’ due diligence processes. All service providers are expected to comply with the MAS Vendor Code of Conduct (VCC), which outlines requirements relating to ethical business practices, labour standards, and environmental responsibility. While not directly employed by MAS, these personnel operate within our workplaces and are supported through our health, safety, and wellbeing frameworks. In line with changes in operational requirements and service-provider categories, the overall number of third-party personnel decreased slightly in 2025.
- 1,819
- Janitorial staff
- 2,868
- Third-party drivers
- 1,611
- Security staff
- 368
- Other service providers
- 952
- Canteen staff
- 114
- Medical staff