79 Sustainabi l i ty Sect ion 03 Annual Report 2022 SUSTA INAB I L I TY STATEMENT INSPIRATIONAL WORKPLACE & CULTURE TALENT MANAGEMENT AND DEVELOPMENT Talent management and development comes under the purview of the Board of Directors of the Group, specifically the Nominating & Remuneration Committee (“NRC”) supported by Group Human Resources (“GHR”). The NRC provides broad strategic direction and monitors results achieved from the implementation of strategies. The respective CEOs of operating companies are tasked at driving the talent agenda in their respective companies. All CEOs of subsidiary companies have their remuneration linked to the achievement of specific talent related KPIs and targets. Ranhill is governed by the Malaysian Employment Act 1995 and all other relevant labour laws of Malaysia. In FY2022. Ranhill has put in place policies and procedures to ensure the following is achieved across Group operations: Elimination of excessive working hours Procedure on Fatigue Management Compliance with minimum wage Compliance with Minimum Wage Order 2018 Right to freedom of association and collective bargaining Policy Statement on Human Rights and Labour Standards Prevention of child or force labour Policy Statement on Recruitment for both employees and vendors Written policies that address non-discrimination, the creation of an equal opportunity workplace, gender and ethnic diversity A fundamental aspect of Ranhill’s approach to talent management is providing an equal opportunity workplace where all employees, irrespective of social or demographic characteristics can rest assured of being treated equally based on the principle of merit and fairness. The Group strictly forbids any discrimination in the hiring, rewarding, remunerating of, and promotion as well as training of employees based on race, gender and religious background or any other socio-cultural and demographic factors. The same applies to compensation and benefits, and employee communication. Both men and women are accorded equal opportunity to apply to any available job position with appointment based purely on merit. Ranhill SAJ’s Collective Agreement provides for employees’ right to bargain collectively for wages and benefits. The Group respects the right to freedom of association in Malaysia which is provided in the Trade Union Act 1959, Industrial Relations Act 1967 and Immigration Act 1956 / 63 of Malaysia. There is an active employees’ union for all eligible staff at Ranhill SAJ. As of 31 December 2022, Ranhill has 63.8% of its employees covered by collective bargaining agreements. Employees are constantly updated on their rights and Group Management continues to communicate actively with employees, including employee interest groups and unions. FY2020 FY2021 FY2022 Percentage of Employees (%) 63.8 61.2 63.8
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