At GIC, we believe our people—fondly referred to as GICians—perform at their best when they can bring their authentic selves to work. We enable this by equipping them with the tools and resources they need and by creating opportunities to contribute to building resilient and liveable communities where we operate.
This year, we introduced training programmes to ensure GICians are embedding AI in their ways of working. We also applied AI tools in novel use cases such as our new AI coach, Nadia, which provides all employees with access to coaching in a timely and personalised manner.
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GIC’s purpose-driven mission means that working at GIC is more than a job. GIC’s mandate is to preserve and enhance the international purchasing power of the reserves under our management. Serving this mandate enables GIC to secure the financial future of Singapore and Singaporeans.
This purpose unites all employees across our 11 global offices. In our annual employee survey, GICians consistently reflect that they find our purpose meaningful and motivating.
This year, our shared sense of purpose was reinforced as Singapore marked its 60th year of independence.
In 2025, all 11 of our offices came together to commemorate Singapore’s 60th birthday. We launched the Reading Reserves, a pop-up, curated library featuring books on Singapore’s growth, GIC’s journey, and key trends like artificial intelligence (AI) and sustainability. In addition, forward-looking quotes from Singapore and GIC’s leaders were displayed across digital screens and office spaces globally. Each office also organised its own celebratory activities to strengthen employee bonds.
As our Chief Executive Officer Lim Chow Kiat wrote in his opinion column for the Straits Times on 15 August 2025: “Remembering our past and recounting our stories deepens our understanding of how we got here today and offers valuable lessons and inspiration for tomorrow.”
GICians with their favourite books at the pop-up library in our Singapore office.
Our Singapore office also held an SG60 event with community partners at the Gardens by the Bay and Mediacorp National Day Concert. Close to 70 GICians and their family members celebrated the nation’s birthday with nearly 500 individuals from diverse groups. Our guests enjoyed live performances and the company of our GIC volunteers, who provided a welcoming and inclusive experience.
We also partnered the Central Singapore Community Development Council to bring musicians with disabilities from The Purple Symphony (TPS) to perform at the event. They were supported by GIC volunteers as they prepared for their performance and had the unique opportunity to meet Singapore President Tharman Shanmugaratnam. This helped to promote inclusion in the community and build a deeper appreciation of the strengths of persons with disabilities.
GIC volunteers celebrating with our guests.
Representatives from TPS and GIC meeting Singapore President Tharman Shanmugaratnam and First Lady Jane Ittogi.
GIC volunteer guiding a musician from The Purple Symphony.
Our approach to employee development can be summarised as “you grow, we grow.” As our employees become more skilled, we can better adapt to the changing investment environment and continue to deliver good, long-term returns.
We adopt a multi-pronged career development framework that combines on-the-job exposure, learning from others, and formal training. GICians also benefit from opportunities to diversify their experiences and skills, including through internal mobility, challenging assignments, global exposure, and leadership roles.
We strengthen our talent bench at every level through a range of strategies.
The GIC Professionals Programme helps early-career talent build meaningful and impactful careers with us. Graduates from around the world undergo a rigorous selection process designed to match their interests and strengths with GIC’s business needs. Upon joining, they attend a multi-week cross-functional bootcamp that introduces them to different parts of GIC before rotating across departments to gain broad experience and eventually moving into permanent roles.
High-performing talent with the potential for expanded responsibilities are offered opportunities for accelerated growth and targeted development. GIC facilitates timely movements of talent across divisions, departments, and geographies, as well as external secondments with industry partners and counterparties. These experiences build broader exposure at formative stages of GICians’ careers.
GIC actively recruits seasoned professionals from a variety of industries. This brings fresh perspectives, capabilities, and breadth of experience that add to our collective strengths. Hiring managers emphasise diversity to ensure new hires bring different viewpoints and experiences to the team.
As our leaders take on broader people management roles, GIC provides people manager training and organisational leadership programmes to build high-performing teams. We believe in a strengths-based approach to talent development and nurture our leaders to create a team culture that will enable the organisation to flourish.
At senior levels, GIC’s succession planning ensures that critical department and enterprise roles are filled with the best-fit leaders. This involves assessments, multi-year development, and active mentorship. By the time leaders take on critical enterprise roles, they would have worked across geographies and sectors and can draw upon a rich portfolio of leadership experiences. Succession planning for key roles is reviewed by the Group Executive Committee and overseen by the Human Resource & Organization Committee.
The future of GIC depends on our ability to attract, inspire, and develop the next generation of talent who will shape our long-term success. Our approach is anchored on experiential engagement, creating opportunities for young talent to experience GIC’s culture, values, and mission first-hand.
In 2025, we held our inaugural Discover GIC event. It was designed as an immersive open-house experience that brought students into our workplace to engage directly with GICians. Through their discussions, prospective candidates gained a deeper understanding of real-world investment themes and how GIC operates, offering them a glimpse into our culture and work environment.
Students interacting with Lim Chow Kiat, Chief Executive Officer (centre, in white shirt), and Felicia Hung, Head of DEI & Employee Experience and Head of Graduate Recruitment, Human Resource & Organization (left, in black t-shirt).
Initiatives like this reflect our belief that attracting top talent is about inspiring future leaders through meaningful engagement, authentic experiences, and a shared sense of purpose. By connecting with young talent in dynamic and interactive ways, we continue to strengthen GIC’s position as an employer of choice.
We regularly update our talent development practices in line with current workforce needs. As we advance on our journey to becoming AI-native, it is essential that we not only provide GICians with access to AI tools but also the skills and mindsets needed to use them effectively.
We organise regular training workshops to equip our employees with AI skills.
The rapid advancement of AI is reshaping how organisations work, make decisions, and create value. As we enter the next stage of our AI journey and become AI-native, both our individual and organisation mindsets will need to shift.
We encourage GICians to adopt AI as a thought partner that enhances decision-making. In addition, we create programmes to improve AI fluency, foster experimentation, and ensure innovation is pursued responsibly.
In 2025, we launched several AI education initiatives, including introducing AI as a core module in our new hire programme and creating an online resource hub with interactive demos and playbooks. These help GICians continue improving their application of AI tools. We also conducted hands-on sessions for GICians to work on relevant use cases and develop prompt guides. In addition, our AI Interest Learning Community, one of our most popular groups, is an active space for GICians to exchange ideas, uncover new use cases, and spark innovation from the ground up.
GICians interacting with Nadia at a roadshow held to introduce employees to its features.
In 2025, we launched an AI-enabled coach, Nadia, in recognition of coaching as an essential part of enabling our people to grow and perform at their best. Nadia provides every GICian with 24/7 access to a personal coach to grow leadership capabilities, accelerate personal development, and build capacity for innovation and change at scale. As Nadia has GIC-specific context, such as our corporate values and an overview of our HR-related processes, it is able to deliver customised guidance that is directly relevant to GIC and GICians.
Nadia guides GICians through key milestones such as performance reviews, work planning, goal setting, and giving and receiving feedback from colleagues at all levels. Nadia also coaches GICians on leadership development, team management, and communication skills. Since its launch, there have been close to 4,000 conversations on the platform.
- Patrick Tomlinson, Vice President, Portfolio Execution & Solutions Group, London Office
- Nitish Hemdani, Senior Vice President, Infrastructure, Singapore Office
Our compensation framework is anchored in the principles of market-competitiveness and paying for performance. This aligns the interests of GICians with long-term portfolio performance, promotes informed risk-taking and accountability, and reinforces behaviours that contribute to GIC’s commitment to be the leading global long-term investor.
Key tenets of our compensation principles include:
Providing market-competitive pay to attract and retain high-performing talent in the sectors in which we operate;
Linking pay and sustainable performance, evaluated at the GIC group, department, and individual levels;
Recognising both business results and responsible behaviours that contribute to GIC’s goals; and
Reinforcing our PRIME values and culture, with the belief that diverse capabilities and perspectives contribute to the best outcomes.
GIC’s compensation policies and practices are governed by the Human Resource & Organization Committee.
We adopt a total compensation approach comprising a fixed base pay and a discretionary variable bonus linked to portfolio performance, measured using absolute and relative returns over relevant time periods. Qualitative factors such as risk control, compliance, people management, and financial sustainability are also considered. Bonuses are administered through upfront cash incentives that are delivered immediately, as well as short- and long-term deferred cash incentives for senior staff that are delivered over several years, subject to clawback and cancellation provisions.
GIC’s supportive and inclusive workplace practices recognise that our workforce comprises people with different needs and circumstances. Our environment and workplace policies enable employees to sustain long-term high performance and contribute meaningfully to GIC by taking care of their well-being—both at work and at home.
To support employee wellbeing and provide them with comfortable, collaborative spaces, we regularly refurbish our offices.
Our offices are designed to foster collaboration and wellbeing for our global teams. This year, three of our offices have moved into new and upgraded spaces.
Previously split across three unconnected floors, the office is now consolidated onto two continuous floors to facilitate collaboration. The refurbishment expanded workspace capacity and enhanced meeting and social spaces to encourage employee interaction and improve wellbeing.
The improved common spaces in our New York office.
Our new office is larger and features more collaborative spaces, increasing team interaction and work efficiency.
Our Tokyo office’s new meeting places.
Our new office sits in the core area of the central business district and features more modern designs.
Our Beijing office’s modernised spaces.
In our Singapore office, we have refreshed our common areas to facilitate more interaction and better support GICians’ wellbeing.
The refreshed space offers 1.5 times more seating capacity, two new training rooms, a larger event space, and amenities such as recharge and meditation pods. It also features an indoor aeroponics farm wall where employees can harvest fresh, pesticide-free plants for consumption and a renovated café.
Our office amenities in our Singapore headquarters to foster employee interaction and wellbeing.
GIC offers flexible work arrangements, including remote work, staggered hours, and part-time arrangements. We are a diverse organisation with a wide range of roles and geographic coverage. We believe that flexibility and empowerment enable long-term success as it supports an inclusive environment for employees with varying needs and circumstances.
- Lu Zuozhong, Vice President, Risk & Performance Management, Singapore Office
We believe that diverse perspectives allow us to generate better ideas, make better decisions, and build a more resilient organisation. Beyond diversity, a culture of belonging and inclusion enables us to unlock each individual’s potential and harness the strengths of diverse teams. We perform better—individually and collectively—when we experience psychological safety, embrace differences, and support one another to thrive.
Our commitment to DEI reflects GIC’s PRIME values which serve as our compass: Prudence, Respect, Integrity, Merit, and Excellence. When diverse individuals feel included, we build shared belonging to GIC and to one another, in service of GIC’s mission. This enables us to build a community where we can be our authentic selves and where our contributions are recognised and aligned with corporate goals.
Our approach to DEI is consistent and principles-led. Even as we reach out to less represented talent pools, we always hire based on meritocracy and excellence. DEI is not about affirmative action. Our DEI recruitment programmes enable us to tap into larger talent pools, but all candidates undergo the same selection assessments to ensure best fit for the role. Find out more about our DEI practices here.
Each year, we reinforce our belief that everyone should feel comfortable to bring their authentic selves to work through initiatives that promote inclusion and belonging. For example, our flagship DEI Week celebrates the unique facets that make each of us who we are. We also observe International Women’s Day and participate in The Purple Parade, which supports the inclusion of persons with disabilities in Singapore.
This year, we are honoured to have received the following recognitions for our efforts and progress in DEI:
Enabling Mark (Gold) by SG Enable, Singapore’s focal agency for disability inclusion;
Fair and Progressive Employment Practices category at the Tripartite Alliance Award 2025; and
Top 300 firms on the Singapore Opportunity Index.
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The Straits Times (2025). The long-termists: Lessons from GIC's pioneers relevant as ever.
7.2 Social Impact
GIC’s purpose of securing Singapore’s financial future is predicated on a thriving global environment. Our social impact strategy empowers GICians to contribute meaningfully to building resilient and liveable communities in the markets we operate in.
Our employees have access to platforms and resources to give back in ways that are meaningful and impactful. Employees can lead their own community projects, donate to support disaster and humanitarian relief efforts, and contribute to GIC’s long-term programmes with community partners.
Investing in Good by Giving Back
GIC empowers our employees to give back through With Love, GIC, our employee volunteering programme. Employees receive two days of annual volunteer leave and access to volunteering grants to initiate and lead their own projects.
In 2025, to commemorate Singapore’s 60th birthday, we launched a year-long, global campaign, Invested in Good, where GICians across our offices stepped up volunteering efforts to multiply our impact in the communities where we live and work. Throughout the year, GICians organised and participated in activities supporting causes they care about. In May, we also held our annual PRIME Impact initiative to commemorate GIC’s founding. This saw GICians across offices volunteering with community partners to create impact in their local communities. This financial year, over 1,200 GICians contributed around 8,400 hours to serving the community, reaching over 21,700 community members globally.
“Volunteering enables GICians to contribute where we live, invest, and do business. It gives us a chance to showcase what GIC’s PRIME values mean outside the four walls of our offices. Importantly, it also brings GICians together to contribute and to get to know each other better in a way that is meaningful for everyone.”
- Manning Doherty, Head of Infrastructure (North America), Infrastructure
Beyond volunteering activities, the GIC Resilience Fund—our donation matching programme—enables employees to support disaster and humanitarian relief efforts they care about. When GICians identify a cause that they wish to contribute to, they can propose a campaign for GIC to match and amplify their donations. This financial year, we supported relief efforts for communities affected by the earthquake in Myanmar, wildfires in South Korea, and floods in Texas and Southeast Asia.
Collaborating to Deliver Long-Term Impact
GIC also collaborates with community partners on long-term initiatives to create lasting impact. Following our Impact Programmes grant call in 2024, we launched four new partnerships in Singapore to address key needs in the community. At the same time, we continued working closely with existing partners to deliver meaningful outcomes through ongoing programmes.
Creating Lasting Impact in Singapore (Box 8)
Empowering Persons with Disabilities Through the Arts
ART:DIS Studio
In 2025, we launched a partnership with ART:DIS to support ART:DIS Studio, a programme that provides artists with disabilities with professional training and connects them with work opportunities to earn income. Over the financial year, 22 trainees received coaching to produce handmade merchandise, while 205 gig opportunities were created for 64 independent artists.
Together with ART:DIS, we also co‑designed volunteering opportunities for GICians to support the trainees. During a three-month pilot, six GIC volunteers joined the production sessions for handmade merchandise, guiding the trainees to focus on their work while building supportive relationships.
Trainees and GIC volunteers at a Ceramics Studio session.
"I've noticed our trainees hold themselves to higher standards in their work and take great pride in what they are able to create. The steady presence of the GIC volunteers energises them, and they look forward to making these connections and excitedly sharing new updates each time they meet. Especially for our visually impaired trainees, the GIC volunteers offer much needed hands-on support in the studio space."
- Esther Ng, ART:DIS Ceramics Open Studio Job Coach
Partnership with The Purple Symphony
Since 2016, GIC has partnered the Central Singapore Community Development Council to empower musicians with disabilities from TPS. In 2025, we supported two public outreach performances at the Singapore International Festival of Arts and the Gardens by the Bay and Mediacorp National Day Concert, raising awareness of their talents and championing inclusion through the arts.
We also established the GIC x TPS Welfare Committee, a community of 19 dedicated volunteers who provided accessibility and welfare support to help musicians prepare for performances.
GIC volunteer guiding a TPS musician.
Building Resilience in Youth Through Mentorship
GIC Study Award and Mentorship Programme
In 2026, we partnered the Institute of Technical Education (ITE) and the Astronauts Collective to launch a mentorship programme for students who could benefit from additional guidance to complete their ITE course. The programme combines financial assistance and tailored mentorship for the students to strengthen their motivation, improve their graduation outcomes, and build a foundation for long-term stability.
In the first cohort, 27 students were matched with 23 GIC mentors in a structured, six-month group programme focused on self-confidence, academic success, and career exploration.
Students on outing with their GIC mentors outside the formal mentoring sessions.
“Being in this programme has given me valuable guidance, helped me understand my strengths and future goals, and eased my family’s financial burden so I can focus on my studies. My mentors listened and gave honest advice, assuring me that my background does not limit my future. They made me feel supported and more confident, motivating me to work harder in school. I also enjoyed the ‘open jio’ meetups with my mentors outside of the structured mentoring sessions, where we bonded over food and activities of our choice!”
- Nur Syafiqah Binte Abdul Halim, 2026 GIC Study Award recipient
Impart Community
In 2025, we launched our partnership with Impart to provide community-based care that makes mental health support more accessible for youths facing adversity, while also creating opportunities for them to pursue their aspirations through community programmes.
GIC volunteers supported these youths through Common Ground, a 12-week, sports-based community engagement programme. Since its launch, 33 GICians have taken part in the programme, facilitating open conversations with the youth and fostering supportive relationships.
Youth celebrating with their GIC mentors at the graduation event.
Strengthening Communities Through Sharing Resources and Expertise
GIC Computing for the Community Fellowship Award
Since 2017, GIC has partnered the National University of Singapore’s School of Computing to support students in its Computing for Voluntary Welfare Organisations internship programme. The initiative helps undergraduates apply their skills beyond the classroom while helping voluntary welfare organisations serve their clients more effectively through customised information technology solutions.
Four GIC employees mentored 21 students on stakeholder engagement and project management, providing practical guidance to strengthen project outcomes.
Students with their GIC mentor at a project meeting.
The Majurity Trust (TMT) Thriving Communities Initiative (TCI)
In 2025, we started a partnership with TMT to support place‑based community‑building efforts in Chong Pang, Yishun. This includes the GIC Thriving Communities Fund, through which we empower and equip residents with resources to implement and improve their ground‑up initiatives.
This financial year, the fund supported six ground-up initiatives, with 12 GIC volunteers buddying resident leaders to co‑design and deliver these initiatives.
GIC volunteer engaging Chong Pang residents during the TCI launch event.
“Collaborating with the resident leader to design and implement the tuition project for children from lower resourced families and seeing more colleagues come forward to support this project has been deeply fulfilling. While I’ve been helping the kids broaden their vocabulary and improve their creative writing, they’ve been teaching me authenticity and perseverance!”
- Felix Momsen, Strategist, Public Equities
Through these partnerships, GIC supports initiatives that create lasting impact for vulnerable and under-served communities in Singapore. By combining funding support with the sustained involvement of our volunteers, we empower our partners and employees to collaborate in building resilient and liveable communities over the long term.