Bio Farma provides equal opportunities to all employees to improve competency by attending education and training that includes improving skills, knowledge and leadership competencies. The training included Update Good Manufacturing Practices (GMP), Environment Health & Safety Behavior, Character Building Training, Executive English Classes with Native Speaker, Public Speaking, Career Transition Programs, Leadership for the Next Leader, Work Load Analysis, Business Process Mapping, Communication Skill, Microsoft Office, Presentation Skill, Customer Service Orientation.

The company also sends several employees to attend a long-term training program for 1 month to 1 year regarding Biotechnology, Research & Development, Lifescience, Global Cold Chain, etc. abroad in accordance with the Company's needs in the future. Long-term training program located at the World Health Organization (WHO), University of Melbourne Australia, Utah State University – USA, Biken Institute of Japan, Korea and Turkey Institute Vaccine International (IVI), etc.

Employee welfare continues to be improved in line with the growth achieved by the Company. Remuneration received by employees is an employee payroll system formulation which is stated in a certain grade and position level.

Bio Farma guarantees that minimum grade 17 has been paid above the Provincial Minimum Wage (UMP) set by the government. In the remuneration system implemented, the Company sets a basic salary standard that is relatively high compared to the minimum wage standard. In addition, the company also does not differentiate the remuneration treatment for male and female employees at all levels of office.

The company provides rewards for employees who have served as a form of appreciation for employees who have high achievement, dedication and professionalism.

Bio Farma has provided several exemplary employee awards in the form of hajj and umrah fees, awards for work and 20 years of service and blood donor awards.

Bio Farma pays attention to employees who would enter full age. Employees who have reached the age of 56 are entitled to receive normal pensions in accordance with Company regulations. The company provides compensation to retired employees in the form of award money, severance pay and retirement savings managed by the Jiwasraya Financial Institution Pension Fund.

Before undergoing a normal retirement, employees are given a post-retirement preparation training program which includes readiness of mental, entrepreneurial knowledge and investment. After serving 1 (one) year of retirement the Company provides advanced training on business coaching for 2 (two) days.

The right of association and assembly is agreed and respected together in the corridor of the rights and obligations of employees and the prevailing laws and regulations. In accordance with the Manpower Act No. 13/2003 and international regulations, namely the ILO Convention 87 and 98, employees have the freedom of establishing an organization as a forum to bridge industrial relations between employees and management.

Bio Farma has a social responsibility towards its employees, which is carried out by creating a safe and comfortable work environment, ensuring and enhancing employee’s Occupational ahealth and Safety (OHS). This OHS management has become a corporate culture, this is evidenced by the Zero Accident Award and OHSAS 18001:2007 certificate since 2006, which could be continuously maintained.

In order to implement balance in work, Bio Farma has accommodated and implemented activities to implement a healthy work environment through the Work-Life Balance (WLB) program. This aims to create a strong bond between employees and the company, and improve the quality of life of employees to be better and healthier, balance between work, family, social and work environment. WLB activities include Spiritual Development, namely the provision of religious facilities (Annur Mosque); Physical Development, namely the provision of sports facilities (bicycle, yoga, fitness); Development of Arts & Culture, namely the provision of musical training facilities (angklung, choir); Family Development, namely the implementation of employee and family recreation; Lactation facilities.

The implementation of the work-life balance is expected to improve a healthy and more productive work environment.

Work-life balance is a concept of balance in all aspects of life: work, personal time, family, spiritual needs, and social life. The goal is to balance and be fully responsible to one’s work, family, personal time, and social life to contribute and serve better.. Bio Farma recognizes that employee health is not merely a physical measure, but also mental. In 2014, Bio Farma formed the Healthy Living Paradigm Team responsible to formulate the Healthy Living Paradigm for Bio Farm Employees and evaluate its implementation.

Five Aspects of Healthy Living Paradigms

1. Personal life
2. Work
3.Worship
4. Family and Community
5. Culture.

Aspects of the Paradigm are consistent with of the principle “dedicated to improve the quality of life.” In addition to improving the quality of life of the public, the Company places equal attention on Sound, Harmonious, and Active employees.

Biodiversity owned by Indonesia is one of the natural resources that should be preserved. The reason is, this diversity (biodiversity) is what makes the life of the human environment continue to run until the next generation. Since 2013 until now, through its Corporate Social Responsibility (CSR) program, Bio Farma has carried out several activities related to biodiversity conservation activities.

For Bio Farma, biodiversity is a gift that must be preserved. Thus, in 2020, Bio Farma's Corporate Social Responsibility (CSR) will focus on programs in the field of biodiversity in several regional locations in West Java. Bio Farma's CSR has a goal, to have a positive impact on biodiversity and participate in the protection of the natural habitats of flora and fauna in Indonesia. Therefore, Bio Farma's CSR conducted a biodiversity protection program in one of the conservation areas in Leuwiliang Village, Bandung Regency, namely the Buru Masigit Kareumbi Park (TBMK).

This TBMK conservation area has dozens of biodiversity in it. The TBMK Conservation Area is one of the natural habitats for flora and fauna in Indonesia. Here are some types of fauna that exist in the Masigit Kareumbi Hunting Park. For its own fauna, Bio Farma has succeeded in conserving 69 animal species from various families, consisting of 45 birds, 6 mammals, and 18 butterflies. As the home of flora and fauna, this TBMK Conservation Area certainly needs to be maintained for its beauty. 

However, over time some of the land in the TBMK Conservation Area has decreased due to some land being converted. This makes the problem of critical land in the TBMK area. Therefore, Bio Farma's CSR program has created a Critical Land Rehabilitation program in several TBMK Conservation Areas by carrying out reforestation to restore the function of the land. In addition, Bio Farma's CSR also conducted a Tree Guardian program in the TBMK area in the Ciengang Petak 70 block. In this tree guardian program, Bio Farma's CSR succeeded in planting 500 seeds for the tree guardian program. The following is a list of plants that were successfully planted by Bio Farma in the Guardian Tree program. During the 2018 - 2019 period, Bio Farma's CSR managed to plant seven types of trees, including Morinda sp, Manglietia glauca, Syzygium zelyanicum sp, Schima wallichii sp, Terminalia catappa, sp.

Bio Farma's activities to protect biodiversity are carried out, among others, through those declared as critically endangered (CR/critically endangered) and rare/endangered endemic flora. Determination of the status of fauna and flora species refers to the Red List published by the International Union for Conservation (IUCN). Since 2011 - 2019, Bio Farma has conserved 22 Fauna and 8 Flora with Critically Endangered (CR) status.

Bio Farma clearly supports OHS in order to increase awareness and compliance with the fulfillment of OHS norms, increase the participation of all parties to optimize the implementation of OHS culture in the company environment. Thus, implementing OHS is expected to be able to prevent or reduce workplace accidents, occupational diseases and other dangerous events.

One of the efforts that Bio Farma has done is the implementation of OHS by conducting socialization of the implementation of activities that involve all aspects of the company directly, such as monitoring OHS activities and routinely conducting safety patrols to each section. For the community, Bio Farma through TTD is directly involved in providing assistance and handling for victims of natural disasters, such as the handling of Merapi disasters, flash floods, tsunami disasters, landslides, and flood disasters.

Bio Farma continues to implement an occupational health and safety management system that is in line with international standards; OHSAS 18001:2007. OHS management is handled by the Health, Safety and Environment Division. This division monitors implementation of the management system for the environment and OHS within Bio Farma.

In addition, Bio Farma has also established an Occupational Health and Safety Guidance Committee Team (P2K3), as well as an Emergency Response Team (TTD). To ensure the effectiveness of the emergency response system, the emergency response procedures are periodically tested with the intention of assuring they are clearly understood and that all employees are capable of implementing these responses in an emergency. Emergency Drills and Simulations are conducted once every two years and involved all the company’s personnel and the communities in the company’s vicinity.

To ensure the health of employees, health monitoring is regulated in the 100K-SIS-08 Standard Procedure on Employee Health Monitoring, which is applied to eliminate potential sources of contamination from employees and also to protect employees from harm while in the Bio Farma environment.

In addition to monitoring employee health, food catering is also monitored by the Company to meet employees’ meals (lunch) in accordance with applicable laws and regulations. The procedure is governed by Standard Procedure 236K-MonC-01. The work environment throughout the company area is measured, with parameters measured including noise and light intensity.