47 CORPORATE GOVERNANCE ENRA GROUP BERHAD ANNUAL REPORT 2023 At middle managerial level, the gap between male and female started with almost equal percentage for FY 2019/20 with 35% of total female and 39% of total male employees occupying managerial positions. Subsequent to the rationalisation and divestment exercises that have taken place the number of male staff occupying middle management positions in FY 2022/23 became more than double that of female staff; 58% of total male compared to 25% of total female employees currently. Among the middle managerial positions there has been fair distribution between female and male middle managers, with 47% female against 53% male in FY 2019/20 and 50% each in the subsequent year. However, the gap began widening from FY 2021/22. Female middle managers percentage dropped to 37% and subsequently to 30% in FY 2022/23. This gender composition imbalance, especially among managerial positions, is not by design. This is mainly due to the nature of the employment market. However, recognising the state of the gender diversity shown above, we shall consider to balance the gender diversity during future recruitment vis-à-vis our existing recruitment criteria: the top five being skill & abilities, knowledge, experience, qualification and work-related qualities. ii. Age diversity For this analysis, the staff are categorised into four age groups; • 20 – 29 • 30 – 39 • 40 – 49 • 50 and above From ILLUSTRATION 7 below we can see that the largest age group of our workforce over the four years has always been the 30 – 39 years group. They constitute an average of 40% of our total workforce. At this age, they should have gained enough work-related insights and experiences and yet, still have the ability absorb more which allows the potential for them to bring new ideas to the table. Their group size is almost as big as those of the 40s and above 50s age groups combined; at 19% and 21% respectively. The percentage breakdowns amongst the other age groups; above 50, 40 – 49, and 20 – 29 are fairly equal at about 20%. Age Diversity 50 30 40 10 20 - FYE 31 March 2020 FYE 31 March 2021 FYE 31 March 2022 FYE 31 March 2023 Headcount 23 20 43 25 24 24 21 47 12 6 6 19 10 10 7 16 Ages > 50 Ages 40 - 49 Ages 30 - 39 Ages 20 - 29 ILLUSTRATION 7 Sustainability Report (Cont’d)
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