Annual Report 2022 41 ABOUT US LEADERSHIP PERSPECTIVE SUSTAINABILITY GOVERNANCE FINANCIAL STATEMENTS Other Information Sustainability Statement Competitive Compensation Packages As part of our efforts to retain employees, we provide competitive remuneration and benefit packages that are in line with or above the industry rates. At Datasonic, we reward our employees appropriately based on qualifications and performance. Diversity and Inclusion We view diversity as a differentiating strength that adds value to the Group. An inclusive workplace provides us access to a multitude of varying and unique perspectives, which are crucial to innovation and in reaching our organisation goals. Hence, we strive to offer equal opportunities for all, regardless of gender, age, ethnicity, or socio-economic backgrounds, among others. As of FY2022, Datasonic has 653 employees, with 17% representing contractual staff. Meanwhile, 51% of our employees are women and the balance 49% are men. The ratio of women-to-men employee has increased from FY2021, where women only made up 37% of the workforce. This is thanks to our internal efforts in providing resources that empower women in the workplace. In line with our efforts to enhance diversity, we have established a Gender Diversity Policy to guide us in achieving a balanced workforce. This policy is available for reference on Datasonic’s corporate website. Our workforce is also diverse in terms of age groups with a strong young talent pool, where 29% of our workforce are below the age of 30 years. This enables us to develop a healthy talent pipeline for leadership continuity within Datasonic. Recognising that Datasonic plays an important role in creating employment, we endeavour to hire locally. Furthermore, we assist our clients in handling highly sensitive data for MyKad and passport projects; hence, we prefer to engage Malaysian workers and talents. Local employment can generate economic benefits for the local communities of where we operate and elevate their socio-economic status. This approach also benefits the Group, as it builds our local talent pipeline and enhances community relations. In FY2022, 99.8% of our workforce is made up of locals. As at end of FY2022, none (0%) of our employees are disabled. • Annual leaves • Special leaves, including paternity and compassionate leaves • Maternity leaves • Sick leaves • Group Hospitalisation and Surgical insurance plan • Group Personal Accident insurance plan • Group Term Life insurance plan • Medical coverage for outpatient medical attention and treatment • Dental and optical benefits • Travelling allowance • Handphone allowance • Contribution to SOCSO, EPF and EIS During the year, the Group also carried out employee engagement activities to gain insights. This allows us to strengthen our human capital strategy taking into consideration employees’ views. Examples of engagements organised during the year include:- • People Blueprint – Pulse Survey and Focus Group - Open group discussion to obtain feedback from employees on current organisational climate. • Strategic People and Internal Communications Blueprint Workshop - Workshop to provide better clarity on the Group’s strategic blueprint. In FY2022, there were no retrenchment or salary deductions due to COVID-19, despite the challenges brought about by the pandemic. BENEFITS
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