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Nomor Surat AAID/CORSEC/04-2026/009
Nama Perusahaan PT AirAsia Indonesia Tbk
Kode Emiten CMPP
Lampiran 2
Perihal Penyampaian Laporan Tahunan & Keberlanjutan dan ESG
Perseroan Menyampaikan Laporan Tahunan & Keberlanjutan dan ESG tahun 2025 dengan periode tahun buku dari
01 Januari 2025 sampai dengan 31 Desember 2025 dalam bahasa Indonesia dan Inggris
Apakah Perseroan akan/telah melakukan panggilan Rapat Umum Pemegang Saham Tahunan? (Ya)
Perseroan melakukan panggilan Rapat Umum Pemegang Saham Tahunan pada tanggal 29 Mei 2026
Informasi sebagaimana dimaksud di atas telah dimuat pada Situs Web Perseroan di alamat link https://ir.aaid.co.id/
pada tanggal 29 Mei 2026
Apakah Perseroan tercatat di Bursa lain? (Tidak)
A. Kinerja Lingkungan (Environmental Performance)
Perseroan menyampaikan Keberlanjutan dan ESG Tahunan :
E-01 Laporan Emisi Gas Rumah Kaca (GRK)
Laporan Emisi GRK Konsolidasi? Tidak
Batasan Organisasi Operasional/Finansial
Adakah anak perusahaan yang tidak diikutsertakan dalam
Ya
laporan ini?
Mohon Jelaskan:
Untuk perhitungan emisi GRK saat ini hanya dilakukan untuk entitas operasional penerbangan (IAA)
Name Total Emisi (tCO2e)
Kategori 1: Emisi GRK langsung dan pembuangan
Emisi langsung dari pembakaran stasioner 0
Emisi langsung dari pembakaran bergerak 698.662
Emisi langsung dari proses pengolahan 0
Emisi fugitive langsung 0
Emisi langsung dari Land Use, Land Use Change and
0
Forestry (LULUCF)
Total Emisi Langsung (Scope 1) 698.662
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Kategori 2: Emisi GRK tidak langsung dari energi yang diimpor/dibeli
Emisi tidak langsung dari konsumsi Listrik yang
998,76
diimpor/dibeli
Emisi tidak langsung dari konsumsi jaringan energi yang
0
diimpor/dibeli (diluar listrik)
Total Emisi Tidak Langsung (Scope 2) 998,76
Kategori 3: Emisi GRK tidak langsung dari transportasi
Transportasi dan distribusi hulu 0
Perjalanan dinas 989,52
Transportasi dari klien dan pengunjung 0
Transportasi dan distribusi hilir 0
Perjalanan Karyawan 0
Kategori 4: Emisi GRK tidak langsung dari produk yang digunakan oleh perusahaan
Kegiatan yang berhubungan dengan energi yang tidak
termasuk dalam emisi langsung dan emisi energi tidak 0
langsung
Pembelian Barang dan Jasa 0
Capital equipment/goods 0
Limbah yang dihasilkan dalam kegiatan operasional 0
Aset Sewaan hulu 0
Kategori 5: Emisi GRK tidak langsung yang terkait dengan penggunaan produk dari perusahaan
Investasi 0
Penggunaan produk yang dijual 0
Perawatan akhir masa pakai produk yang dijual 0
Waralaba hilir 0
Aset Sewaan Hilir 0
Pengolahan produk yang dijual 0
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Kategori 6: Emisi GRK tidak langsung dari sumber lainnya
Emisi atau pembuangan tidak langsung lainnya 0
Total Emisi Tidak Langsung (Scope 3) 989,52
Total Emisi GRK (Scope 1 and 2) 699.660,76
Total Emisi GRK (Scope 1, 2 and 3) 700.650,28
Offsets/Credits 0
Pembelian Renewable Energy Certificate (REC) (kWh) 0
Total emisi dari Scope 1 dan 2 per unit
E-02 Intensitas Emisi GRK 0
pendapatan Perusahaan Tercatat
Jumlah total energi yang dikonsumsi secara
0
langsung (kWh or J)
Jumlah total energi yang dikonsumsi secara
E-03 Konsumsi Energi listrik 1.148.000
tidak langsung (kWh or J))
Total konsumsi energi (kWh or J) 1.148.000
E-04 Konsumsi Air Total konsumsi air (m3) 3.307
E-05 Limbah yang dihasilkan Total limbah yang dihasilkan (ton) 32,15
E-06 Komitmen Perusahaan untuk mencapai target Net Zero Emission
Apakah Perusahaan memiliki komitmen pencapaian target net zero? Ya
Tahun berapa Perusahaan menargetkan pencapaian Net Zero emission yang
2050
dipublikasi?
Mohon berikan deskripsi ringkas penjelasan dan tautan ke dokumentasi yang menjelaskan komitmen
pencapaian target Net zero emission Perusahaan.
Perseroan berkomitmen untuk menangani dampak perubahan iklim dan telah menetapkan target untuk
mencapai emisi nol bersih (Net Zero Emissions) pada tahun 2050. Untuk mencapai target tersebut, IAA
telah menetapkan empat inisiatif utama industri penerbangan (aviation pathways) yang didukung oleh
inisiatif tambahan di bawah Kebijakan Keberlanjutan (Sustainability Policy) perusahaan. Upaya ini berfokus
pada pengendalian polusi, emisi gas rumah kaca (GRK), dan konsumsi energi, sekaligus mendorong
pengelolaan air yang bertanggung jawab serta perlindungan keanekaragaman hayati.
E-07 Komitmen Perusahaan untuk mengurangi Emisi Gas Rumah Kaca (Emission Reduction)
Apakah Perusahaan memiliki komitmen mengurangi emisi? Ya
100 %
Target pengurangan emisi GRK
770.031,46 (tCO2e)
Tahun target untuk penurunan emisi GRK? 2050
Apakah perusahaan memiliki manajemen yang mengawasi pengendalian iklim?
Ya
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Langkah-langkah yang sudah dilakukan dan penurunan emisi yang telah dicapai dibandingkan tahun
sebelumnya.
Penjelasan:
Perseroan berkomitmen untuk menangani dampak perubahan iklim dan telah menetapkan target untuk
mencapai emisi nol bersih (Net Zero Emissions) pada tahun 2050. Untuk mencapai target tersebut, IAA telah
menetapkan empat inisiatif utama industri penerbangan (aviation pathways) yang didukung oleh inisiatif
tambahan di bawah Kebijakan Keberlanjutan (Sustainability Policy) perusahaan. Upaya ini berfokus pada
pengendalian polusi, emisi gas rumah kaca (GRK), dan konsumsi energi, sekaligus mendorong pengelolaan air
yang bertanggung jawab serta perlindungan keanekaragaman hayati.
B. Kinerja Sosial (Social Performance)
S-01 Kesetaraan Gender
Laki-Laki Perempuan
Level Jabatan
Jumlah pegawai Persentasi pegawai Jumlah pegawai Persentasi pegawai
Entry-level 324 27,9 % 381 32,8 %
Mid-level 192 16,5 % 48 4,1 %
Senior-level 185 15,9 % 22 1,9 %
Executive-level 8 0,7 % 3 0,3 %
Total Pegawai 709 61 % 454 39 %
S-02 Jumlah level pegawai yang dimiliki oleh laki-laki dan perempuan berdasarkan kelompok umur
Level Jabatan
Rentang Usia Entry-level Mid-level Senior-level Executive-level Jumlah
(tahun) Pegawai
Laki-Laki Perempuan Laki-Laki Perempuan Laki-Laki Perempuan Laki-Laki Perempuan
18-25 6 29 3 2 0 0 0 0 40
25-35 123 193 118 27 39 4 0 0 504
35-45 127 137 31 12 37 10 0 0 354
45-55 61 22 37 6 76 6 5 1 214
>55 7 0 3 1 33 2 3 2 51
S-03 Tingkat Pergantian Pegawai
Jumlah Pegawai (dalam tahun Percentage Pegawai (dalam tahun
pelaporan) pelaporan)
Jumlah Pegawai
resign/Pemutusan Hubungan 91 Pegawai 7,52 %
Kerja
Jumlah Pegawai Baru/pengganti 32 Pegawai 2,64 %
S-04 Jumlah Pegawai Sementara
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Jumlah Pegawai (dalam tahun Percentage Pegawai (dalam tahun
pelaporan) pelaporan)
Jumlah Pegawai perusahaan
yang dipegang oleh kontraktor 185 Pegawai 15,91 %
dan/atau konsultan
S-05 Pelatihan dan Pengembangan Pegawai
Rata-rata jam pelatihan per
Jumlah pegawai yang ikut serta Persentase jumlah pegawai yang
pegawai dalam tahun
dalam program pelatihan ikut serta dalam pelatihan (%)
Pelaporan
73,14 jam/pegawai 1.010 86,84 %
S-06 Jumlah Kecelakaan Kerja
Persentase kecelakaan kerja serius yang berakibat
Frekuensi kecelakaan kerja dari total pegawai
cedera serius dan fatal dari total pegawai (%)
0 0%
S-07 Jumlah Kejadian Pelanggaran Hak Asasi Manusia
Jumlah pelanggaran hak asasi manusia dalam tahun
0
Pelaporan
Kebijakan Perusahaan terkait Pekerja
S-08 Perusahaan memiliki kebijakan terkait pelecehan seksual dan/atau
Ya
non-diskriminasi?
Perseroan menyadari bahwa penghormatan terhadap Hak Asasi Manusia (HAM) merupakan elemen
penting dalam mewujudkan operasi bisnis yang berkelanjutan dan bertanggung jawab. Kesadaran ini
menjadi dasar bagi Perseroan dalam membangun budaya kerja yang menghormati martabat manusia,
menjamin perlakuan adil, dan melindungi hak-hak karyawan, pelanggan, maupun mitra usaha di seluruh
rantai nilai.
Pada tahap ini, Perseroan masih berada dalam fase peningkatan kesadaran (awareness stage) terkait
penerapan sistematis aspek HAM di seluruh lini operasional. Meskipun belum melakukan penilaian formal
(human rights assessment) secara menyeluruh, berbagai elemen prinsip HAM telah mulai diintegrasikan ke
dalam kebijakan dan prosedur perusahaan, seperti kebebasan berserikat, anti-diskriminasi, pencegahan
pelecehan, serta jaminan atas kondisi kerja yang aman dan layak.
Ke depan, Perseroan berkomitmen untuk memperluas penerapan prinsip HAM hingga ke rantai pasok dan
mitra bisnis, dengan dukungan sistem pelaporan dan mekanisme pengaduan yang transparan. Sebagai
langkah lanjutan, Perseroan kedepannya akan mengembangkan pendekatan yang lebih terstruktur untuk
memastikan integrasi aspek HAM dalam praktik bisnis, termasuk penyusunan roadmap pelaksanaan human
rights due diligence yang akan dimulai secara bertahap. Program pelatihan dan sosialisasi juga sedang
dirancang untuk meningkatkan pemahaman seluruh karyawan mengenai pentingnya HAM dalam konteks
operasional dan hubungan kerja sehari-hari.
Melalui pendekatan bertahap ini, Perseroan berupaya memastikan seluruh kegiatan usaha sejalan dengan
prinsip tanggung jawab sosial, standar internasional, serta aspirasi menuju praktik bisnis yang menghormati
dan melindungi hak asasi setiap individu.
S-09 Perusahaan memiliki kebijakan mengenai hak asasi manusia? Ya
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Perseroan menyadari bahwa penghormatan terhadap Hak Asasi Manusia (HAM) merupakan elemen
penting dalam mewujudkan operasi bisnis yang berkelanjutan dan bertanggung jawab. Kesadaran ini
menjadi dasar bagi Perseroan dalam membangun budaya kerja yang menghormati martabat manusia,
menjamin perlakuan adil, dan melindungi hak-hak karyawan, pelanggan, maupun mitra usaha di seluruh
rantai nilai.
Pada tahap ini, Perseroan masih berada dalam fase peningkatan kesadaran (awareness stage) terkait
penerapan sistematis aspek HAM di seluruh lini operasional. Meskipun belum melakukan penilaian formal
(human rights assessment) secara menyeluruh, berbagai elemen prinsip HAM telah mulai diintegrasikan ke
dalam kebijakan dan prosedur perusahaan, seperti kebebasan berserikat, anti-diskriminasi, pencegahan
pelecehan, serta jaminan atas kondisi kerja yang aman dan layak.
Ke depan, Perseroan berkomitmen untuk memperluas penerapan prinsip HAM hingga ke rantai pasok dan
mitra bisnis, dengan dukungan sistem pelaporan dan mekanisme pengaduan yang transparan. Sebagai
langkah lanjutan, Perseroan kedepannya akan mengembangkan pendekatan yang lebih terstruktur untuk
memastikan integrasi aspek HAM dalam praktik bisnis, termasuk penyusunan roadmap pelaksanaan human
rights due diligence yang akan dimulai secara bertahap. Program pelatihan dan sosialisasi juga sedang
dirancang untuk meningkatkan pemahaman seluruh karyawan mengenai pentingnya HAM dalam konteks
operasional dan hubungan kerja sehari-hari.
Melalui pendekatan bertahap ini, Perseroan berupaya memastikan seluruh kegiatan usaha sejalan dengan
prinsip tanggung jawab sosial, standar internasional, serta aspirasi menuju praktik bisnis yang menghormati
dan melindungi hak asasi setiap individu.
S-10 Perusahaan memiliki kebijakan mengenai pekerja anak dan/atau
Ya
pekerja paksa?
Perseroan memastikan seluruh proses rekrutmen dan kebijakan ketenagakerjaan dijalankan sesuai dengan
peraturan perundang-undangan yang berlaku, khususnya Undang-Undang No. 13 tahun 2003 tentang
Ketenagakerjaan sebagaimana telah diubah dengan Undang-Undang No. 6 Tahun 2023 tentang Penetapan
Peraturan Pemerintah Pengganti Undang-Undang No. 2 Tahun 2022 tentang Cipta Kerja menjadi Undang-
Undang. Dalam implementasinya, Perseroan berkomitmen untuk tidak mempekerjakan pekerja anak serta
tidak menerapkan sistem kerja paksa dalam bentuk apa pun.
Calon karyawan yang dapat direkrut wajib berusia minimal 18 tahun, sesuai ketentuan hukum
ketenagakerjaan. Sistem kerja diatur berdasarkan jam kerja reguler selama 8 jam per hari, 40 jam per
minggu dan 160 jam per bulan, dengan penerapan shift work pada unit dan level tertentu sesuai kebutuhan
operasional. Apabila terjadi kelebihan waktu kerja, kompensasi lembur diberikan sesuai ketentuan yang
berlaku, sehingga tidak merugikan karyawan.
Selain menjamin kepatuhan terhadap ketentuan jam kerja, Perseroan juga menyediakan waktu istirahat
yang memadai agar keseimbangan antara kesehatan fisik dan produktivitas karyawan tetap terjaga.
Kebijakan ini menjadi bagian dari komitmen Perseroan untuk menjaga praktik ketenagakerjaan yang etis,
manusiawi, dan sesuai prinsip keberlanjutan.
S-11 Perusahaan memiliki kebijakan perusahaan mengenai kesehatan dan
keselamatan kerja serta lingkungan kerja yang aman dan layak diberikan Ya
kepada seluruh karyawan?
Sebagai bagian dari upaya menciptakan lingkungan kerja yang layak, aman, dan sehat, Perseroan
menyediakan jaminan kesehatan melalui BPJS Kesehatan, BPJS Ketenagakerjaan, serta asuransi
kesehatan tambahan untuk memastikan akses layanan kesehatan yang memadai bagi karyawan dan
mendukung produktivitas kerja berkelanjutan.
Perseroan menerapkan Sistem Manajemen Keselamatan dan Kesehatan Kerja (SMK3) untuk
mengidentifikasi bahaya, menilai risiko, dan menetapkan langkah mitigasi, yang didukung melalui audit dan
inspeksi rutin terhadap peralatan serta fasilitas kerja guna memastikan kepatuhan terhadap standar K3 dan
mencegah kecelakaan kerja. Pengelolaan keselamatan, kesehatan kerja, dan lingkungan di area
operasional darat juga mengacu pada Occupational Safety, Health and Environmental Manual sebagai
pedoman operasional.
Untuk mendukung kenyamanan dan kesejahteraan karyawan, Perseroan menyediakan fasilitas kerja yang
aman, bersih, dan nyaman, termasuk toilet, ruang makan, ruang ibadah, nursing room, ruang kesehatan,
gym, lapangan olahraga RedCourt, ruang istirahat, dan area parkir yang memadai.
Pada Agustus 2025, Perseroan memperbarui Safety Policy Statement seiring perubahan postholder untuk
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memperjelas peran, tanggung jawab, dan akuntabilitas pengelolaan keselamatan, sekaligus menegaskan
komitmen manajemen terhadap prinsip safety first dan just culture.
Area kerja Perseroan juga dilengkapi dengan sarana keselamatan dan keamanan, seperti alat pendeteksi
asap, fasilitas pemadam kebakaran, perlengkapan P3K, jalur dan rambu evakuasi darurat, serta sistem
pengamanan lainnya. Kesiapsiagaan darurat dikelola melalui Emergency Response Plan yang mengatur
mekanisme respons, struktur komando, dan koordinasi lintas fungsi, dengan fokus utama pada
perlindungan keselamatan manusia.
Seluruh data insiden atau kecelakaan kerja dilaporkan dan didokumentasikan sesuai ketentuan yang
berlaku sebagai bagian dari komitmen Perseroan terhadap kepatuhan, transparansi, dan keselamatan kerja.
Corporate Social Responsibility (CSR)
S-12 Perusahaan memiliki aktivitas CSR, investasi atau sumbangan
Ya
terhadap komunitas atau organisasi nirlaba terdaftar?
Pada 2025, IAA mendukung rehabilitasi ekosistem pesisir melalui penanaman 500 bibit mangrove di
Indramayu, Jawa Barat, untuk membantu mengurangi abrasi, meredam banjir rob, dan memperkuat
ketahanan masyarakat pesisir. Program ini dilaksanakan bersama pemerintah setempat, KTH Jaya Mandiri,
dan komunitas lokal, serta turut menekankan penguatan kapasitas masyarakat agar manfaatnya
berkelanjutan.
AirAsia Foundation juga menyalurkan dua hibah di Indonesia. SwaraOwa didukung untuk konservasi owa
Jawa melalui pengembangan kopi shade-grown, termasuk pelatihan bagi 25 petani dan penguatan edukasi.
Sementara itu, Yayasan Arkom Indonesia didukung untuk mendokumentasikan model pemulihan
pascabencana berbasis komunitas pasca Palu dan Lombok, yang sebelumnya telah mencakup
pembangunan 95 hunian tahan gempa dan perencanaan berbasis risiko bencana di empat wilayah.
Pada akhir 2025 hingga awal 2026, Grup AirAsia dan AirAsia Foundation memberikan bantuan bagi
masyarakat terdampak banjir dan longsor di Sumatra melalui pendanaan langsung, sponsor tiket, dan tarif
khusus. Dukungan ini mencakup bantuan kebutuhan pokok, hygiene kit, trauma support, rapid needs
assessment, pembersihan 13 sumur masyarakat, pembangunan enam unit komunal, distribusi shelter kit,
serta dukungan bagi misi medis kemanusiaan yang melayani hampir 600 penyintas.
Melalui inisiatif #AllstarsDoGood, IAA juga mendorong kontribusi sosial karyawan sepanjang 2025 melalui
Open Donation for Sumatera, kegiatan donor darah yang melibatkan lebih dari 100 Allstars, serta berbagai
kegiatan sukarela oleh awak kabin DPS Hub, seperti konservasi pesisir, edukasi kesehatan anak, dan
kampanye kebersihan pantai.
C. Kinerja Tata Kelola (Governance Performance)
G-01 Keberagaman Manajemen dan Independensi (Board Diversity and Independence)
Tipe Manajemen
Jumlah Laki-laki Perempuan Pihak Independen
Perusahaan
Komisaris 0 4 0 2
Direksi 0 1 1 0
G-02 Total kehadiran direksi dan komisaris ke rapat dewan
Jumlah rapat dewan (di tahun Rata-rata persentase kehadiran
pelaporan) direksi/komisaris dalam rapat dewan
Jumlah kehadiran direksi ke rapat
4 100 %
dewan
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Jumlah kehadiran komisaris ke
4 87,5 %
rapat dewan
Kebijakan mengenai manajemen lainnya
G-03 Perusahaan memiliki kebijakan mengenai pemisahan Chairman of
Ya
The Board dan CEO?
Perseroan menerapkan pemisahan fungsi pengawasan dan pengelolaan perusahaan melalui struktur tata
kelola dua tingkat (two-tier board system) yang terdiri dari Dewan Komisaris dan Direksi. Dalam struktur
tersebut, jabatan Komisaris Utama dan Direktur Utama dijabat oleh individu yang berbeda.
Pemisahan peran ini bertujuan untuk memastikan terciptanya mekanisme checks and balances yang efektif
antara fungsi pengawasan dan fungsi pengelolaan perusahaan, sehingga mendukung penerapan prinsip
tata kelola perusahaan yang baik.
Penerapan pemisahan fungsi tersebut dapat dilihat di dalam Board Manual maupun pengungkapan bagian
Direksi dan Dewan Komisaris di dalam Laporan Tahunan ini.
G-04 Perusahaan memiliki kebijakan penilaian dewan direksi dan
Ya
komisaris
Penilaian Kinerja Dewan Komisaris
Perseroan secara konsisten melaksanakan penilaian terhadap kinerja Dewan Komisaris. Proses penilaian
tersebut dilakukan secara independen oleh Dewan Komisaris melalui mekanisme evaluasi internal yang
dilaksanakan setiap tahun, dengan mempertimbangkan tingkat pencapaian kinerja Perseroan. Hasil
evaluasi kinerja Dewan Komisaris kemudian disampaikan kepada RUPS untuk memperoleh persetujuan.
Berdasarkan hasil tersebut, pemegang saham memberikan pelunasan dan pembebasan tanggung jawab
sepenuhnya (volledig acquit et de charge) kepada Dewan Komisaris atas pelaksanaan fungsi pengawasan
selama tahun buku sebelumnya.
Penilaian kinerja Dewan Komisaris dilakukan secara self-assessment oleh Dewan Komisaris melalui fungsi
Komite Nominasi dan Remunerasi. Penilaian kinerja Dewan Komisaris dilaksanakan setiap tahun untuk
penilaian 1 (satu) tahun buku secara keseluruhan. Pengukuran keberhasilan kinerja Dewan Komisaris
merupakan hasil kerja kolegial seluruh Dewan Komisaris.
Penilaian Kinerja Direksi
Perseroan secara berkala melakukan penilaian atas kinerja Direksi dengan mengacu pada Indikator Kinerja
Utama (KPI) Direksi yang disusun pada awal tahun berjalan. Pencapaian KPI ini kemudian akan dievaluasi
oleh Dewan Komisaris dan Komite Nominasi dan Remunerasi setelah berakhirnya tahun buku dengan
memperhatikan kesesuaiannya dengan tugas, tanggung jawab masing-masing anggota Direksi, serta target
Perseroan.
Perseroan secara konsisten melakukan evaluasi terhadap kinerja Direksi melalui metode self-assessment
yang dilakukan oleh Direksi yang kemudian dievaluasi oleh Dewan Komisaris melalui fungsi Komite
Nominasi dan Remunerasi. Penilaian dilakukan setiap tahun untuk penilaian 1 (satu) tahun buku secara
keseluruhan.
G-05 Perusahaan memiliki kebijakan pelatihan dewan direksi dan
Ya
komisaris
Dalam rangka meningkatkan pengetahuan dan kompetensi para anggota Dewan Komisaris, dan
memastikan wawasan profesional, kompetensi serta kemampuan kepemimpinan para anggota Dewan
Komisaris dapat berkembang selaras dengan perkembangan industri terkini, Perseroan memberikan
pelatihan kepada setiap anggota Dewan Komisaris. Kebijakan pengembangan kompetensi Dewan
Komisaris tertuang dalam Board Manual Perseroan.
G-06 Kriteria khusus yang digunakan untuk pemilihan dewan direksi dan
Ya
komisaris
Pemegang saham memiliki hak untuk melakukan pengangkatan dan pemberhentian anggota Dewan
Komisaris dan Direksi, yang dilakukan melalui mekanisme RUPS dengan memperhatikan kesesuaiannya
dengan peraturan perundang-undangan yang berlaku. Perseroan telah memiliki prosedur yang baku dalam
proses nominasi anggota Dewan Komisaris dan/atau Direksi, yaitu melalui Komite Nominasi dan
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Remunerasi yang berada di bawah Dewan Komisaris. Rekomendasi yang diberikan oleh Komite Nominasi
dan Remunerasi akan menjadi pertimbangan bagi pemegang saham sebelum diputuskan dalam RUPS.
Nominasi calon anggota Dewan Komisaris dan/atau Direksi dapat berasal dari pemegang saham
pengendali atau dari sumber-sumber lainnya, baik dari dalam atau dari luar Perseroan.
G-07 Perusahaan memiliki kebijakan mengenai kode etik dan/atau anti-
Ya
korupsi?
Kode Etik
Dalam pengembangan penerapan governansi korporat, Perseroan telah merumuskan berbagai kebijakan
yang menyangkut etika di lingkungan Perseroan. Perseroan mengupayakan penerapan standar etika terbaik
dalam menjalankan segenap aktivitas bisnisnya sesuai dengan visi, misi, dan budaya yang dimiliki melalui
implementasi Kode Etik.
Kode Etik Perseroan ditetapkan berdasarkan Surat Keputusan Direksi No. AAID/CEO-CORSEC/12-
2018/023 tanggal 7 Desember 2018. Pembentukan Kode Etik ini merupakan salah satu wujud komitmen
Perseroan dalam menerapkan governansi korporat secara komprehensif untuk mencapai keberhasilan
jangka panjang. Kode Etik ini juga berfungsi sebagai pedoman yang mengatur mengenai etika bisnis dan
etika kerja, sekaligus menjadi acuan bagi Allstars dalam menjalankan seluruh aktivitasnya sesuai dengan
nilai-nilai inti Perseroan.
Kebijakan Anti Penyuapan dan Anti Korupsi
Perseroan berkomitmen untuk menjalankan kegiatan usaha secara beretika, transparan, dan bebas dari
praktik penyuapan maupun korupsi. Komitmen ini dituangkan dalam Kebijakan Anti-Penyuapan dan Anti-
Korupsi (Anti-Bribery and Anti-Corruption/ABAC Policy) yang berlaku bagi seluruh Allstars dan pemangku
kepentingan terkait.
Pada tahun 2025, Kebijakan ABAC telah direvisi untuk memberikan kejelasan tambahan atas sikap dan
panduan kebijakan yang telah ada sebelumnya, khususnya berdasarkan skenario umum yang kerap ditemui
dalam kegiatan operasional. Selain itu, Perseroan juga melakukan penyederhanaan Gift Declaration Form
agar lebih berfokus pada informasi kunci yang dibutuhkan dalam menilai risiko korupsi, tanpa mengurangi
kualitas proses pengendalian.
G-08 Perusahaan memiliki kebijakan mengenai perlakuan adil terhadap
Ya
Pemegang Saham?
Perseroan menjunjung tinggi prinsip perlakuan yang adil dan setara terhadap seluruh pemegang saham.
Kebijakan mengenai perlakuan yang adil kepada pemegang saham telah diatur dalam Pedoman Tata Kelola
Perusahaan Perseroan yang dipublikasikan melalui situs web Perseroan pada menu Tata Kelola.
Dalam kebijakan tersebut diatur bahwa Perseroan menjamin setiap pemegang saham memperoleh
perlakuan yang setara serta dapat menggunakan hak-haknya sesuai dengan ketentuan Anggaran Dasar
Perseroan dan peraturan perundang-undangan yang berlaku. Perseroan juga memastikan tersedianya
akses informasi yang memadai dan transparan bagi seluruh pemegang saham guna mendukung
pengambilan keputusan yang tepat melalui situs web Perseroan maupun Bursa Efek Indonesia.
G-09 Perusahaan memiliki kebijakan mengenai kewajiban
Ya
direksi/komisaris untuk mencegah adanya konflik kepentingan?
Perseroan berkomitmen untuk memastikan bahwa setiap keputusan yang diambil oleh organ Perseroan
dilakukan secara objektif dan bebas dari pengaruh benturan kepentingan. Untuk itu, Perseroan telah
menetapkan kebijakan mengenai pencegahan dan penanganan konflik kepentingan yang tertuang dalam
Board Manual sebagai pedoman bagi Dewan Komisaris dan Direksi dalam menjalankan tugas dan
tanggung jawabnya.
Kebijakan tersebut mengatur kewajiban bagi anggota Dewan Komisaris dan Direksi untuk selalu
mendahulukan kepentingan Perseroan dan larangan menyalahgunakan jabatannya untuk kepentingan
pribadi baik langsung maupun tidak langsung selama menjalankan tugas dan tanggung jawabnya.
Page 10
D. Lain-lain
Keselarasan Laporan Keberlanjutan/Tahunan dengan Metrik ESG
Halaman di Laporan
Kinerja Kode Nama Metrik
Keberlanjutan/Tahunan
E-01 Laporan Emisi Gas Rumah Kaca 388
E-02 Intensitas Emisi Gas Rumah Kaca 388
E-03 Konsumsi Energi Listrik 385
E-04 Konsumsi Air 391
Lingkungan
E-05 Limbah yang Dihasilkan 379
Komitmen Perusahaan untuk Mencapai
E-06 369
Target Net Zero Emission
Komitmen Perusahaan untuk
E-07 369
mengurangi Emisi Gas Rumah Kaca
S-01 Kesetaraan Gender 78
Pegawai Berdasarkan Gender dan
S-02 78
Kelompok Umur
S-03 Tingkat Pergantian Pegawai 83
S-04 Jumlah Pegawai Sementara 81
S-05 Pelatihan dan Pengembangan Pegawai 85
S-06 Jumlah Kecelakaan Kerja 410
Kejadian Pelanggaran Hak Asasi
S-07 405
Manusia
Sosial Kebijakan Pelecehan Seksual dan/atau
S-08 95
Non-diskriminasi
S-09 Kebijakan Mengenai Hak Asasi Manusia 95
Kebijakan Pekerja Anak dan/atau
S-10 93
Pekerja Paksa
Kebijakan Mengenai Kesehatan dan
Keselamatan Kerja serta Lingkungan
S-11 407
Kerja yang Aman dan Layak diberikan
Kepada Seluruh Karyawan
S-12 Pencegahan Konflik Kepentingan 427
Page 11
Keberagaman Manajemen dan
G-01 217
Independensi
Total Kehadiran Direksi dan Komisaris ke
G-02 194
Rapat Dewan
Kebijakan Pemisahan Chairman of the
G-03 210
Board dan CEO
Kebijakan Penilaian Dewan Direksi dan
G-04 208
Komisaris
Kebijakan Pelatihan Dewan Direksi dan
Tata-kelola G-05 196
Komisaris
G-06 Kriteria Khusus Pemilihan Dewan 218
G-07 Kode Etik dan/atau Anti-Korupsi 274
Kebijakan Perlakuan Adil terhadap
G-08 174
Pemegang Saham
G-09 Pencegahan Konflik Kepentingan 217
Standar Internasional yang Diacu dan Verifikasi Pihak Ketiga
Keselarasan dengan kerangka pelaporan keberlanjutan
X Ya Tidak
X GRI
X TCFD
CDP
IFRS S1
IFRS S2
SASB
Others, please specify
Assurance dan validasi pihak ketiga
X Tidak
Demikian untuk diketahui.
Hormat Kami,
PT AirAsia Indonesia Tbk
Page 12
Liza Nur Azizah
Corporate Secretary
PT AirAsia Indonesia Tbk
Redhouse AirAsia, Jalan Marsekal Surya Dharma (M1) No. 1 , Neglasari, Tangerang
Telepon : (021) 29850888, Fax : (021) 29850889, https://ir.aaid.co.id/
Nama Pengirim Liza Nur Azizah
Jabatan Corporate Secretary
Tanggal dan Waktu 28-04-2026 19:28
Lampiran 1. ARSR AAID 2025 - Cover Letter.pdf
2. AAID - ARSR 2025 - FINAL 22MB.pdf
Dokumen ini merupakan dokumen resmi PT AirAsia Indonesia Tbk yang tidak memerlukan tanda tangan karena
dihasilkan secara elektronik oleh sistem pelaporan elektronik. PT AirAsia Indonesia Tbk bertanggung jawab penuh
atas informasi yang tertera didalam dokumen ini.
Page 13
Go To Indonesian Page
Letter / Announcement No. AAID/CORSEC/04-2026/009
Issuer Name PT AirAsia Indonesia Tbk
Issuer Code CMPP
Attachment 2
Subject Submission of Annual And Sustainability Report
The Company hereby submit Annual And Sustainability Report Report 2025 for the period of 01 Januari 2025 to 31
Desember 2025 in Indonesia dan Inggris
Will the Company be/has summons for the Annual General Meeting of Shareholders? (Yes)
The Company made invitations to the Annual General Meeting of Shareholders on 29 Mei 2026
The information referred above has been published on the Company’s website https://ir.aaid.co.id/ at 29 Mei 2026
Is the Company listed on another Stock Exchange? (No)
A. Environmental Performance
The Company submits its Annual Sustainability and ESG Report:
E-01 Greenhouse Gas (GHG) Emission Report
Consolidated GHG Emission Report? No
Organizational Boundaries Operasional/Finansial
Any subsidiaries that are not included in the report? Yes
Please Explain:
Untuk perhitungan emisi GRK saat ini hanya dilakukan untuk entitas operasional penerbangan (IAA)
Name Total emission (tCO2e)
Category 1: Direct GHG emissions and removals
Direct emissions from stationary combustion 0
Direct emissions from mobile combustion 698.662
Direct emissions from processes 0
Direct fugitive emissions 0
Direct emissions from Land Use, Land Use Change and
0
Forestry (LULUCF)
Total Direct Emissions (Scope 1) 698.662
Category 2: Indirect GHG emissions from imported energy
Page 14
Indirect emissions from imported/purchased electricity
998,76
consumption
Indirect emissions from imported/purchased network energy
0
consumption (excluding electricity)
Total Indirect Emissions (Scope 2) 998,76
Category 3: Indirect GHG emissions from transportation
Upstream transport and distribution 0
Business travels 989,52
Transportation of clients and visitors 0
Downstream transportation and distribution 0
Employee commuting 0
Category 4: Indirect GHG emissions from products used by Organization
Energy related activities not included in direct emissions and
0
energy indirect emissions
Purchased goods and services 0
Capital equipment/goods 0
Waste generated in operations 0
Upstream leased assets 0
Category 5: Indirect GHG Emissions associated with the use of products from the Organization
Investments 0
Use of sold products 0
End of life treatment of sold products 0
Downstream franchises 0
Downstream leased assets 0
Processing of sold products 0
Category 6: Indirect GHG emissions from other sources
Page 15
Other indirect emissions or removals 0
Total GHG Emissions (Scope 1 and 2) 989,52
Total GHG Emissions (Scope 1 and 2) 699.660,76
Total GHG Emissions (Scope 1, 2 and 3) 700.650,28
Offsets/Credits 0
REC Purchases (kWh) 0
Total scope 1 and 2 emissions produced per
E-02 GHG Emissions Intensity 0
revenue of listed compant (tCO2e/Rp)
Total amount of energy directly consumed
0
(kWh or J)
Total amount of energy indirectly consumed
E-03 Electricity Consumption 1.148.000
(kWh or J)
Total energy consumption (kWh or J) 1.148.000
E-04 Water Consumption Total water consumed (m3) 3.307
E-05 Waste Generation Total waste generated (ton) 32,15
E-06 Company commitment to Net Zero Emission Target
Does the Company have a net zero emission target commitment? Yes
What year is the Company’s net zero emission published target? 2050
Please provide a brief description and a link to documentation explaining the Company’s commitment in
achieving net zero emission target.
The Company is committed to addressing the impacts of climate change and has set a target to achieve net
zero emissions by 2050. To achieve this target, IAA has established four key aviation pathways supported
by additional initiatives under the company's Sustainability Policy. These efforts focus on controlling
pollution, greenhouse gas (GHG) emissions, and energy consumption, while promoting responsible water
management and biodiversity protection.
E-07 Company Commitment to GHG Emission Reduction Target
Does the Company commit to reducing GHG emission? Ya
100 %
What is the Company’s GHG emission reduction target?
770.031,46 (tCO2e)
Targeted year in achieving GHG reduction target? 2050
Does the Listed Company has measures on monitoring in enacting climate policy?
Yes
Page 16
Steps that have been taken and emission reductions that have been achieved compared to the previous year
Throughout 2025, the Company through IAA continued strengthening its long-standing flight efficiency program
to reduce emissions at source. In total, the Company through IAA operated 15 green operating procedures which
further enhanced flight efficiency. Besides, AirAsia Group plans the management of fleet replacement and
expansion to be more environmentally friendly and fuel efficient. AirAsia Group is also actively engage in regional
SAF development, focusing on policy frameworks and feedstock supply chain, including the engagement in a
study to explore decentralized SAF production in Southeast Asia. Lastly, to meet CORSIA compliance, the
Company through IAA is strategically focusing on Indonesia as a long term source of CORSIA-eligable carbon
credits, including through the engagement with relevant stakeholders.
B. Kinerja Sosial (Social Performance)
S-01 Gender Diversity
Men Women
Job positions Number of Percentage of Percentage of
Number of employees
employees employees employees
Entry-level 324 27,9 % 381 32,8 %
Mid-level 192 16,5 % 48 4,1 %
Senior-level 185 15,9 % 22 1,9 %
Executive-level 8 0,7 % 3 0,3 %
Total Pegawai 709 61 % 454 39 %
S-02 Employees Level by Gender and Age Group
Job levels
Age group Entry-level Mid-level Senior-level Executive-level Number of
(years) employees
Men Women Men Women Men Women Men Women
18-25 6 29 3 2 0 0 0 0 40
25-35 123 193 118 27 39 4 0 0 504
35-45 127 137 31 6 37 10 0 0 354
45-55 61 22 37 6 76 6 5 1 214
>55 7 0 3 1 33 2 3 2 51
S-03 Employees Turnover
Number of employees Percentage
(in reporting year) (in reporting year)
Number of employees resigned 91 Employees 7,52 %
Number of newly appointed
32 Employees 2,64 %
Employees
S-04 Temporary Worker
Page 17
Number of employees Percentage
(in reporting year) (in reporting year)
Total company headcount held
by contractors and/or 185 Employees 15,91 %
consultants
S-05 Employee Training and Development
Average training hour per
Total employee attending company Percentage of employee attending
employee
training program company training program (%)
(in reporting year)
73,14 hours/employee 1.010 86,84 %
S-06 Injury Rate
Frequency of work-related accidents of total
Percentage of serious work-related accidents resulting in
Employees
serious and fatal injuries from total employees (%)
(in reporting year)
0 0%
S-07 Incidents Regarding Human Rights Abuse
Number of incidents regarding human rights
0
abuse (in reporting year)
Company Policy Regarding Employees
S-08 Does the company has a policy regarding sexual harassment and/or
Yes
non-discrimination?
The Company is aware that respect for human rights is an essential element in realizing sustainable and
responsible business operations. This awareness forms the basis for the Company in building a work culture
that respects human dignity, ensures fair treatment, and protects the rights of employees, customers, and
business partners throughout the value chain.
At this stage, the Company is still in the awareness stage regarding the systematic implementation of human
rights aspects across all lines of operation. Although it has not yet conducted a comprehensive formal
assessment (human rights assessment), various elements of human rights principles have begun to be
integrated into company policies and procedures, such as freedom of association, anti-discrimination,
prevention of harassment, and guarantees of safe and decent working conditions.
Going forward, the Company is committed to expanding the application of human rights principles to its
supply chain and business partners with the support of a transparent reporting system and complaint
mechanism. As a follow-up, the Company will develop a more structured approach to ensure the integration
of human rights aspects into its business practices, including the preparation of a roadmap for the
implementation of human rights due diligence, which will be initiated in stages. Training and socialization
programs are also being designed to increase the understanding of all employees regarding the importance
of human rights in the context of daily operations and work relationships.
Through this gradual approach, the Company strives to ensure that all business activities are in line with the
principles of social responsibility, international standards, and aspirations towards business practices that
respect and protect the human rights of every individual.
S-09 Does the company has a policy regarding human rights? Yes
Page 18
The Company is aware that respect for human rights is an essential element in realizing sustainable and
responsible business operations. This awareness forms the basis for the Company in building a work culture
that respects human dignity, ensures fair treatment, and protects the rights of employees, customers, and
business partners throughout the value chain.
At this stage, the Company is still in the awareness stage regarding the systematic implementation of human
rights aspects across all lines of operation. Although it has not yet conducted a comprehensive formal
assessment (human rights assessment), various elements of human rights principles have begun to be
integrated into company policies and procedures, such as freedom of association, anti-discrimination,
prevention of harassment, and guarantees of safe and decent working conditions.
Going forward, the Company is committed to expanding the application of human rights principles to its
supply chain and business partners with the support of a transparent reporting system and complaint
mechanism. As a follow-up, the Company will develop a more structured approach to ensure the integration
of human rights aspects into its business practices, including the preparation of a roadmap for the
implementation of human rights due diligence, which will be initiated in stages. Training and socialization
programs are also being designed to increase the understanding of all employees regarding the importance
of human rights in the context of daily operations and work relationships.
Through this gradual approach, the Company strives to ensure that all business activities are in line with the
principles of social responsibility, international standards, and aspirations towards business practices that
respect and protect the human rights of every individual.
S-10 Does the company have a policy regarding child labor and/or forced
Yes
labor?
The Company ensures that all recruitment processes and employment policies are carried out in accordance
with applicable laws and regulations, in particular Law No. 13 of 2003 concerning Manpower as amended by
Law No. 6 of 2023 concerning the Stipulation of Government Regulations in Lieu of Law No. 2 of 2022
concerning Job Creation into Law. In its implementation, the Company is committed to not employ children
and not to impose any form of forced labor.
Prospective employees who can be recruited must be at least 18 years old, in line with labor law provisions.
The work system is regulated based on regular working hours of 8 hours per day, 40 hours per week, and
160 hours per month, with the implementation of shift work in certain units and levels according to
operational needs. In the event of overtime, compensation is provided in accordance with applicable
regulations as not to put employees at a disadvantage.
Apart from ensuring compliance with working hour regulations, the Company also provides adequate rest
time to maintain a balance between the physical health and productivity of employees. This policy is part of
the Company's commitment to maintaining ethical, humane, and sustainable employment practices.
S-11 Does the company have a company policy regarding occupational
health and safety as well as a safe working environment for all Yes
employees?
As part of its efforts to create a decent, safe, and healthy workplace, the Company provides health
protection through BPJS Kesehatan, BPJS Ketenagakerjaan, and additional health insurance to ensure
employees have adequate access to healthcare services and to support sustainable productivity.
The Company implements an Occupational Health and Safety Management System (SMK3) to identify
hazards, assess risks, and establish mitigation measures, supported by regular audits and inspections of
equipment and workplace facilities to ensure compliance with OHS standards and prevent workplace
accidents. The management of occupational health, safety and the environment in ground operational areas
also refers to the Occupational Safety, Health, and Environmental Manual as an operational guideline.
To support employee comfort and well-being, the Company provides safe, clean, and comfortable workplace
facilities, including toilets, a clinic, a gym, the RedCourt sports field, a rest area, and adequate parking
facilities.
In August 2025, the Company updated its Safety Policy Statement following changes in postholders to
clarify roles, responsibilities, and accountability in safety management, while reaffirming management's
commitment to the principles of safety first and just culture.
The Company's work areas are also equipped with safety and security facilities, such as smoke detectors,
fire protection equipment, first aid kits, emergency evacuation routes and signage, as well as other security
Page 19
systems. Emergency preparedness is managed though the Emergency Response Plan, which governs
response mechanisms, command structures, and cross-functional coordination, with the primary focus on
protecting human safety.
All incident and workplace accident data are reported and documented in accordance with applicable
regulations as part of the Company's commitment to compliance, transparency, and continuous workplace
safety.
Corporate Social Responsibility (CSR)
S-12 Does the company have CSR activities, investments or donations to
Yes
the community or registered non-profit organizations?
In 2025, IAA supported coastal ecosystem rehabilitation through the planting of 500 mangrove seedlings in
Indramayu, West Java, to help reduce coastal abrasion, mitigate tidal flooding, and strengthen the resilience
of coastal communities. The programme was carried out in collaboration with local government, KTH Jaya
Mandiri, and local communities, while also emphasising community capacity-building to help ensure long-
term benefits.
AirAsia Foundation also provided two grants in Indonesia. SwaraOwa was supported to advance Javan
gibbon conservation through the development of shade-grown coffee, including training for 25 farmers and
strengthening awareness efforts. Meanwhile, Yayasan Arkom Indonesia was supported in documenting a
community-led post-disaster recovery model following the Palu and Lombok disasters, which had previously
included the construction of 95 earthquake-resilient homes and disaster risk-based planning in four areas.
From late 2025 to early 2026, AirAsia Group and AirAsia Foundation provided support to communities
affected by floods and landslides in Sumatra through direct funding, sponsored flights, and special fare
arrangements. This support included essential relief items, hygiene kits, trauma support, a rapid needs
assessment, the cleaning of 13 community wells, the construction of six communal units, the distribution of
shelter kits, and support for a humanitarian medical mission that served nearly 600 survivors.
Through the #AllstarsDoGood initiative, IAA also encouraged employee social contributions throughout 2025
through the Open Donation for Sumatra programme, a blood donation drive involving more than 100
Allstars, and various volunteer activities by cabin crew at the DPS Hub, such as coastal conservation, health
education for children, and beach clean-up campaigns.
C. Governance Performance
G-01 Board Diversity and Independence
Type of Company Number of seats Seats Occupied by Seats Occupied by Seats Occupied by
Board on Company Men Women Independent Party
Commissioners 0 4 0 2
Directors 0 1 1 0
G-02 Board Meeting Attendance
Number of board meetings Percentage of board meeting
(in reporting year) attendances (in reporting year)
Director Attendance to
4 100 %
Board Meetings
Comissioner Attendance to
4 87,5 %
Board Meetings
Page 20
Other governmental-related policy
G-03 Does the company has a policy regarding separation of the
Yes
Chairman of the Board and CEO?
The Company separates the functions of supervision and management of the Company through a two-tier
board system consisting of a Board of Commissioners and a Board of Directors. In this structure, the
positions of President Commissioner and President Director are held by different individuals.
This separation aims to ensure the creation of an effective checks and balances mechanism between the
supervisory and management functions of the company, thereby supporting the implementation of good
corporate governance principles.
The separation of functions can be seen in the Board Manual and the disclosure of the Board of Directors
and Board of Commissioners in this Annual Report.
G-04 Does the company has a policy regarding board appraisal? Yes
Board of Commissioners' Performance Assessment
The Company consistently evaluates the performance of the Board of Commissioners. The evaluation
process is conducted independently by the Board of Commissioners through an internal evaluation
mechanism carried out annually, taking into account the Company's performance level. The results of the
Board of Commissioners' performance assessment are then submitted to the GMS for approval. Based on
these results, the shareholders grant full acquittal and discharge (volledig acquit et de charge) to the Board
of Commissioners for the performance of their supervisory functions during the previous financial year.
The performance assessment of the Board of Commissioners is carried out through a self-assessment by
the Board of Commissioners through the Nomination and Remuneration Committee. The performance
assessment is carried out annually and covers the entire financial year. The performance of the Board of
Commissioners is measured based on the collective work of all members of the Board of Commissioners.
Board of Directors' Performance Assessment
The Company periodically assesses the performance of the Board of Directors by referring to the Key
Performance Indicators (KPIs) for the Board of Directors that have been set at the beginning of the current
year. The achievement of these KPIs is then evaluated by the Board of Commissioners and the Nomination
and Remuneration Committee after the end of the financial year, taking into account their suitability with the
duties and responsibilities of each member of the Board of Directors, as well as the Company's targets.
The Company consistently evaluates the performance of the Board of Directors through a self-assessment
method conducted by the Board of Directors, which is then evaluated by the Board of Commissioners
through the Nomination and Remuneration Committee. The assessment is conducted annually and covers
the entire financial year.
G-05 Does the company has a policy regarding board training and
Yes
development?
Commissioners' knowledge and competency and to ensure that their professional insight, competency, and
leadership skills develop on line with the latest industry developments, the Company provides tarining to
each member of the Board of Commissioners. The Board of Commissioners' competency development
policy is outlined in the Company's Board Manual.
G-06 Does the company has a criteria regarding board appointment and
Yes
re-election?
Shareholders are entitled to appoint and dismiss members of the Board of Commissioners and the Board of
Directors through a GMS mechanism, taking into account compliance with applicable laws and regulations.
The Company has established standard procedures for the nomination of members of the Board of
Commissioners and/or the Board of Directors through the Nomination and Remuneration Committee under
the Board of Commissioners. Recommendations made by the Nomination and Remuneration Committee will
be taken into consideration by shareholders before being decided upon at the GMS. Nominations for
members of the Board of Commissioners and/or Board of Directors may come from controlling shareholders
or other sources, both from within and outside the Company.
G-07 Does the company has a policy regarding ethics and/or anti-
Yes
corruption?
Page 21
Code of Ethics
In developing the implementation of corporate governance, the Company has formulated various policies
regarding ethical conduct withing the Company's environment. The Company strives to apply the highest
ethical standards in conducting all its business activities in accordance with its vision, mission, and culture
through the implementation of the Code of Ethics. The Company's Code of Ethics was established pursuant
to the Board of Directors' Decree No. AAID/CEO-CORSEC/12-2018/023 dated December 7, 2018. The
Code of Ethics was established as part of the Company's commitment to implementing comprehensive
corporate governance to achieve long-term success. It serves as a guideline for business and work ethics,
and as a reference for Allstars in carrying out all their activities in accordance with the Company's core
value.
Anti-Bribery and Anti-Corruption Policy
The Company is committed to carrying out its business activities ethically, transparently, and free from
bribery and corruption. This commitment is set forth in the Anti-Bribery and Anti-Corruption Policy (ABAC
Policy), which applies to all Allstars and relevant stakeholders.
In 2025, the ABAC Policy was revised to further clarify the existing policy stance and guidelines, particularly
in light of common scenarios frequently encountered in operational activities. Additionally, the Company
streamlined the Gift Declaration Form to focus more on the key information needed to assess corruption
risks, without compromising the quality of the control process.
G-08 Does the company has a policy regarding equitable treatment of
Yes
shareholders?
The Company upholds the principle of fair and equal treatment of all shareholders. The policy regarding fair
treatment of shareholders is stipulated in the Company's Corporate Governance Guidelines, which are
published on the Company's website under the Corporate Governance menu.
This policy stipulates that the Company guarantees that every shareholder receives equal treatment and can
exercise their rights in accordance with the provisions of the Company's Articles of Association as well as
the applicable laws and regulations. The Company also ensures the availability of adequate and transparent
information for all shareholders to support proper decision-making through the Company's website and the
Indonesia Stock Exchange.
G-09 Does the company have a policy regarding the obligations of
Yes
directors/commissioners to prevent conflicts of interest?
The Company is committed to ensuring that every decision made by the Company's organs is carried out
objectively and is free from conflicts of interest. To that end, the Company has established a policy on the
prevention and handling of conflicts of interest as outlined in the Board Manual as a guideline for the Board
of Commissioners and Board of Directors in carrying out their duties and responsibilities.
This policy regulates the obligations of members of the Board of Commissioners and Board of Directors to
always prioritize the interests of the Company and prohibits them from abusing their positions for personal
gain, either directly or indirectly, while carrying out their duties and responsibilities.
Page 22
D. Other
Alignment of Sustainability/Annual Reports with ESG Metrics
Pages in the Sustainability/Annual
Kinerja Kode Metric Name
Report
E-01 Greenhouse Gas Emission Report 388
E-02 Greenhouse Gas Emission Intensity 388
E-03 Electricity Consumption 385
E-04 Water Consumption 391
Environment
E-05 Waste Generated 379
Company Commitment to Achieving Net
E-06 369
Zero Emission Target
Company Commitment to Reduce
E-07 369
Emission
S-01 Gender Equality 78
S-02 Employees by Gender and Age Group 78
S-03 Employee Turnover Rate 83
S-04 Number of Temporary Officers 81
S-05 Employee Training and Development 85
S-06 Number of Work Accidents 410
S-07 Human Rights Violation Incidents 405
Social Sexual Harassment and/or Non-
S-08 95
Discrimination Policy
S-09 Policy on Human Rights 95
S-10 Child Labor and/or Forced Labor Policy 93
Occupational Health and Safety Policy
S-11 and Safe and Secure Work Environment 407
are provided to all employees.
S-12 Corporate Social Responsibility 427
Page 23
Management Diversity and
G-01 217
Independence
Total Attendance of Directors and
G-02 194
Commissioners to Board Meetings
Chairman of the Board and CEO
G-03 210
Separation Policy
Board of Directors and Commissioners
G-04 208
Assessment Policy
Board of Directors and Commissioners
Governance G-05 196
Training Policy
G-06 Special Criteria for Election of the Board 218
G-07 Code of Ethics and/or Anti-Corruption 274
G-08 Fair Treatment Policy for Shareholders 174
G-09 Conflict of Interest Prevention Policy 217
Referenced International Standards and Third Party Verification
Alignment with sustainability reporting framework
X Yes No
X GRI
X TCFD
CDP
IFRS S1
IFRS S2
SASB
Others, please specify
null
Third-party assurance and/or validation
X No
Thus to be informed accordingly.
Respectfully,
PT AirAsia Indonesia Tbk
Page 24
Liza Nur Azizah
Corporate Secretary
PT AirAsia Indonesia Tbk
Redhouse AirAsia, Jalan Marsekal Surya Dharma (M1) No. 1 , Neglasari, Tangerang
Phone : (021) 29850888, Fax : (021) 29850889, https://ir.aaid.co.id/
Sender Name Liza Nur Azizah
Function Corporate Secretary
Date and Time 28-04-2026 19:28
Attachment 1. ARSR AAID 2025 - Cover Letter.pdf
2. AAID - ARSR 2025 - FINAL 22MB.pdf
This is an official document of PT AirAsia Indonesia Tbk that does not require a signature as it was generated
electronically by the electronic reporting system. PT AirAsia Indonesia Tbk is fully responsible for the information
contained within this document.
Names mentioned 13 people and organisations named in the text · linked when the evidence is strong
unresolved
—
Emisi langsung dari pembakaran stasioner
p.1
unresolved
—
Emisi fugitive langsung
p.1
unresolved
—
Total Emisi Langsung (Scope 1)
p.1
unresolved
org
Yayasan Arkom Indonesia
p.7 ×2
unresolved
—
Liza Nur Azizah
· Corporate Secretary
p.12 ×2
unresolved
—
Direct emissions from stationary combustion
p.13
unresolved
—
Direct emissions from mobile combustion
p.13
unresolved
—
Direct emissions from processes
p.13
unresolved
—
Direct fugitive emissions
p.13
unresolved
—
Total Direct Emissions (Scope 1)
p.13
unresolved
org
Indonesia Stock Exchange
p.21
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