SUSTAINABILITY STATEMENT Strong Social Relationships (cont’d) DIVERSITY AND INCLUSION Board Diversity Disclosure “The Board takes cognisant of the MCCG 2021 clauses which specifies that (5.9) the board comprises at least 30% women directors and (5.10) The board discloses in its annual report the company’s policy on gender diversity for the board and senior management. The company has long understood the importance of diversity and inclusion. The commitment to diversity is embedded in our ESG that set out DRMSB’s values. The composition and quality of the Board shall be optimised, to suit the Fund size, its investment portfolio and business direction. A diverse Board with a range of views enhances decision-making, which is beneficial to the Manager’s/ Fund’s long-term success in the interests of the stakeholders. When selecting Directors, the process is based on objective criteria and there is no discrimination on any gender, personal or physical attributes that would not speak to such person’s ability to perform as a Director. All Board appointments are made on merit, in the context of the skills and experience the Board as a whole requires to be effective. The Board Nomination and Remuneration Committee (“BNRC”) reviews and assesses Board composition on behalf of the Board and recommends the appointment of new Directors. In reviewing Board composition, NRC will consider the benefits of all aspects of diversity in order to maintain an appropriate range and balance of skills, experience and background on the Board and with due regard for the benefits of diversity on the Board. It also oversees the conduct of the annual assessment of Board effectiveness. As part of the annual performance evaluation of the effectiveness of the Board, Board Committees and individual Directors, the BNRC will consider the balance of skills, experience, independence and knowledge on the Board and the diversity representation of the Board.” Workplace diversity fosters collaboration and drives innovation among employees. The Manager values mutual respect and understanding across the organisation and encourage employees to report cases of discrimination to the Human Resources department at the earliest possible opportunity. Currently, woman make up 44% of the Manager’s team and 25% of the Management team. While there are no women on the Board of Directors, moving forward, the Manager aims to ensure that the Board consists of at least 30% women directors, in line with the requirements of the updated Malaysia Code of Corporate Governance. Majority of employees (60%) lie within the 30 to 50-year age bracket. They represent the talented and experienced professionals capable of driving the Fund’s business forward. The Manager’s workforce is 100% Malaysian. AL-`AQAR HEALTHCARE REIT ANNUAL REPORT 2021 096
RkJQdWJsaXNoZXIy NDgzMzc=