62 Sustainabi l i ty 03 Sect ion Ranhi ll Ut i l i t i es Berhad SUSTA INAB I L I TY STATEMENT RANHILL SUSTAINABILITY PILLARS ACHIEVEMENTS AND HIGHLIGHTS FUTURE PLANS UNSDGs Inspirational Workplace & Culture Group: • 121 participants in the Young Water Professionals (“YWP”) programme, 8.0% increase year-on-year, which goes towards addressing the present talent scarcity issue in the local water industry. • 7.7% increase in women workforce composition, in line with promoting gender equality in Ranhill. • 14.5% increase in local (Malaysian) workforce composition in line with providing Malaysians with higher-paying jobs and skills based employment. • 699 new hires, 172 women, 363 below 30 years old, and one new hire with a permanent physical disability. Continued promotion of a diverse and inclusive workforce based on the principle of merit. • 361 internships and 30 management trainee stints provided in FY2022, of which 23 high-potential interns and 6 management trainees were absorbed into the Group. • 100% and 95% return to work rates post parental leave for male and female employees respectively, indicating a supportive working environment for parents. • RM358.0 million paid in salaries and benefits to employees in FY2022. 23.5% year-on-year increase. • RM30.1 million paid in retirement funds to employees. • RM2.0 million spent on employee training. Total training hours: 129,718.8, 87.9% increase year-on-year (FY2021: 69,035.15 total training hours). 32.3 average training hours per employee, RM0.0005 million average training spend per employee. • RM0.7 million spent on employee social, recreational and festive activities. 417.9% increase year-on-year towards promoting employee rapport and relationships and celebrating diversity. • Encourage greater employee diversity and inclusivity across the Group. • Provide opportunities for Person With Disability (“PWD”). • Drive succession planning. • Achieve high employee satisfaction rates for all operating entities. Enhancing Governance Across the Group Group: • Zero fatalities including zero contractor fatalities, indicating the continued practice of exemplary high occupational safety and health standards. • Zero public health and safety incidents reported, indicating a continued focus on being a responsible community that focuses on reducing impacts to society. • Zero whistleblowing cases reported in FY2022. Environment Sector: • 63.8% of employees are covered under Collective Bargaining Agreements, indicating a strong focus on upholding the labour rights of non-executive employees. • Ranhill SAJ: 8.0 million manhours without a loss time injury (“LTI”), 1487 *Unsafe Acts and Unsafe Conditions (“UAUC”) identified and resolved, thus significantly reducing the risks of LTIs. 20% reduction in lost days (from 20 to 16 days, year-on-year). Energy Sector: • 273,296 manhours without an LTI, 354 UAUC identified and resolved. • Implementation of ISO Certifications group wide (ISO 45001 Occupational Health and Safety). • External assurance on our Sustainability practices for SR reporting. • Continued zero corruption cases, zero whistleblowing and employee grievances reported annually. • Continued zero fatality and zero LTI OHS performance. Note: * Unsafe act refers to human behaviour which is not in compliant with standard operating procedures (“SOP”) that may lead to an Occupational Health and Safety (“OHS”) incident or increases the risk of an OHS incident at the workplace. Unsafe condition refers to occurring conditions or situations within the workplace which could lead to increased OHS incident risks or to an actual OHS incident.
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