People

At Temasek, we believe that diversity, inclusion, and fairness are strategic attributes of our culture. Meritocracy in the workplace encompassing these values form the cornerstone of our innovation and performance. We respect and embrace differences in race, gender, age, religion, sexual orientation, nationality, ethnicity, physical ability, and neurodiversity. We foster an environment where all individuals feel they belong, are empowered to unlock their potential, and drive creativity, adaptability, and excellence across the firm.

Our commitment to diversity, inclusion, and fairness does not, however, alter our unwavering belief in meritocracy, the principle that governs our human capital policies and that aligns rewards with performance and impact. Our ambition is to build an inclusive meritocracy — a diverse and inclusive corporate culture rooted in the principle of meritocracy.

To realise this ambition, we are intentional in creating opportunities for all employees to contribute to their fullest potential and feel valued and respected regardless of their background. This includes providing access to resources, mentorship, and career development opportunities, ensuring that our team is well equipped to deliver their best to our organisation.

To ensure that meritocracy remains at the heart of our diversity and inclusion efforts, we adopt a holistic development and assessment approach where 360º feedback has become an integral part of our process. We regularly review our policies and practices to identify and eliminate any biases that may hinder equal opportunity.

Recognising that our people have diverse needs and responsibilities, we offer flexible work arrangements that support better work-life integration while maintaining our commitment to delivering on performance and collaboration. We actively seek feedback through Temasek Heartbeat, our employee engagement survey, and other engagement forums, creating space for open dialogue and co-creation of meaningful workplace practices. These platforms help us better understand the evolving needs of our workforce so we are better able to shape initiatives that strengthen employee well-being, inclusion, and connection. By continuously listening and adapting, we aim to cultivate a dynamic and supportive work environment where every voice matters and everyone can thrive.

So Every Generation Prospers ‒ We aspire to help every generation thrive by promoting the well-being of our people, portfolio companies, partners, and communities.

We foster a culture where sustainability is understood, practised, and owned across the organisation by creating opportunities for our people to learn about sustainability and take sustainable action. For the year ended 31 March 2026, more than 900 colleagues volunteered their time and participated in sustainability-focused activities.

Our Sustainability Champions, comprising colleagues from across our offices globally, built on this momentum by initiating their own activities and encouraging colleagues to participate. These activities, ranging from park clean-ups to tree planting, highlighted how individual passion can spark collective progress.

Together, our employee engagement efforts reflect a shared purpose to make sustainability integral to how we think, act, and grow as a community.

We continue to build a strong and diverse talent pool to support the delivery of our T2030 strategy, strengthening capabilities in areas critical to long-term value creation, including Artificial Intelligence (AI), cybersecurity, emerging technologies, innovation, strategic development, and operating expertise. By bringing together people with varied skill sets and perspectives, we are better positioned to respond to a rapidly changing world and capture new opportunities across our portfolio.

In parallel, we have deepened our operating capabilities through our Operating Group, which works closely with our portfolio development and investment teams to translate strategy into execution and advance value creation across our portfolio companies. The Group comprises advisors and operating partners who offer deep expertise in business growth and operations, alongside sector knowledge and access to strategic networks.

Developing future‑ready talent is central to Temasek’s long‑term institutional strength. Our approach to talent development is anchored in the 4Es of Experience, Exposure, Education, and Enrichment, enabling our people to continuously build capabilities, broaden perspectives, and grow in step with evolving organisational priorities.

Our learning roadmaps empower our employees to take ownership of their development through a blend of structured programmes and on‑demand learning. We partner with leading business schools and renowned practitioners to provide the latest insights on leadership development, management best practices, global market dynamics, and strategic planning.

Our Digital Fluency programme has further strengthened analytics, automation, and generative AI capabilities across the firm, enabling employees to improve productivity and apply digital tools more effectively. Over the year, we rolled out prompt engineering workshops as a foundational capability for all employees, supporting the consistent and confident use of AI. Our annual CEO Challenge accelerated AI adoption by encouraging employees to develop practical AI solutions with tangible business outcomes.

To deepen the understanding of how AI can be integrated across the Temasek ecosystem, our leaders, together with leaders from our portfolio companies and Singapore Government officials, participated in two AI-focused learning programmes. One of them was the AI Leadership Programme at the Stanford University Graduate School of Business, which provided a grounded understanding of the AI landscape, focusing on key developments, business implications, and the ways in which organisations are deploying AI in practice. The other was an executive study trip to Shanghai and Hangzhou, which examined the rapid evolution of China’s AI ecosystem from frontier models and infrastructure to industrial applications. Through keynote speeches, fireside chats, and visits to leading AI model companies, technology platforms, industrial players, and robotics companies, the programme highlighted how AI is transforming mature industries, improving operational efficiencies, and creating new sources of commercial impact.

We reinforce continuous development through 360º feedback. Our online platform enables real-time feedback and leverages AI to summarise key strengths and growth opportunities at both the individual and team level. To cultivate a growth mindset across the organisation, we offer individual coaching opportunities to employees and further invest in executive coaching programmes to help managers lead and support their teams more effectively.

Our employees are encouraged to regularly assess their skills and experiences against their role expectations and prioritise development actions. Employees can further deepen and broaden their capabilities through mobility and stretch opportunities such as rotations, secondments, expanded portfolios, and cross-functional projects. By actively shaping their careers, our people stay relevant, build versatility, and align growth with organisational priorities.

Enabling our people to perform well is fundamental to a resilient and future‑ready Temasek. We support them across different stages of their life and career with holistic well‑being initiatives, progressive benefits, and a culture of shared responsibility anchored in personal ownership alongside institutional purpose.

Our Make-A-Difference (MAD) programme has been an integral part of our life in Temasek since 2008. Through individual and company-wide MAD targets, we encourage our people to pursue outcomes beyond financial targets, encompassing self-development, institutional contributions, community impact, and sustainability goals.

We offer a comprehensive range of benefits designed to support our employees’ needs across different life stages. These include core medical and insurance coverage, as well as pro-family and wellness initiatives.

Our parental and family planning benefits include maternity leave of at least 26 weeks, paternity and adoption leave of at least 20 weeks, as well as fertility and family planning subsidies. Flexible leave provisions enable employees to take time off for childcare, eldercare, or personal well-being, while rejuvenation leave supports rest and renewal at specific career milestones. Dedicated volunteer leave further enables our people to contribute meaningfully to the community, both individually and collectively.

Our hybrid work model and flexible work arrangements grant our employees greater flexibility in how they work, supporting their well-being, and in turn empowering them to deliver stronger performance over time.

In addition, our regular Temasek Heartbeat survey provides valuable insights into employee sentiments, allowing us to understand what matters most to our people and how to continuously improve as a workplace.

Our Because You Matter initiative provides resources and programmes that focus on caring for the emotional, social, and physical well-being of our employees. 

This includes a Well-Being Resource Hub to help our colleagues improve and maintain their health and well-being. It includes onsite health screening, mental resilience and mindfulness workshops, and fitness activities organised by employee volunteers.

Our Employee Assistance Programme provides employees and their family members with access to practical advice and counselling.

Finally, we are committed to creating a safe and conducive physical workplace. We do so by ensuring compliance with local safety regulations as well as our workplace health and safety policies.