CORPORATE GOVERNANCE SECTION 4 91 Al-`Aqar Healthcare REIT | Annual Report 2024 Further, the advocating sustainability initiatives have been embedded in the performance evaluations of the Board and senior Management in line with Practice 4.4 of the MCCG 2021. The Board also ensures that they stay abreast with and understand the sustainability issues, hence all Directors are required to attend the Mandatory Accreditation Programme II: Leading for Impact for Directors of PLCs by the end of 2025. Gender Diversity and Inclusion The Manager is committed to fostering a diverse, equitable, and inclusive environment where every individual feels valued, respected, and empowered to contribute to the organisation's success. This policy outlines the commitment to diversity, equity, inclusion, and belonging and the expectations have been set for the Manager. When selecting Directors, the process is based on objective criteria without discrimination on any gender, race, personal, or physical attributes that would hinder a person’s ability to perform as 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 Importance of Female Representation: • Diversity in Decision-Making: Gender-diverse boards bring varied perspectives and experiences, leading to more robust decision-making and innovation. • Ethical and Social Responsibility: Companies with diverse boards demonstrate commitment to inclusivity, reflecting societal values and expectations. • Talent Utilisation: Increased female participation ensures better use of the talent pool The commitment to diversity is embedded in our Sustainability Policy that sets out the Manager's values. With respect to gender, the Manager’s Board composition comprises of two female Director, Lailatul Azma Abdullah and Ungku Suseelawati Binti Ungku Omar who was appointed as Independent Non-Executive Director on 16 December 2022 and 21 January 2025 respectively. In this respect, the Board targets 30% women directors’ participation at the Board and senior management level. The BNRC is actively and progressively identifying female candidates to fill in the position. It is expected that the 30% target will be met by 2027. As such, with respect to Practice 5.9 of the MCCG, the Manager’s Departs from the Practice. The Board will continue to scout for women directors to sit on board in the coming years, taking into account diverse perspectives and insights based on the candidate’s integrity, independence, diversity in terms of age, gender, cultural background and experience, leadership, and ability to exercise sound judgment. 87% 13% Composition (& and Total) 4 Total 4 Non-Independent Non-Executive Director Independent Non-Executive Director 70 - 75 60 - 69 50 - 59 40 - 49 6 2 Gender Malaysian Others 100% Nationality Age Race/Ethnicity Less than 1 year More than 1 year up to 6 years More than 6 years 88% 12% Tenure 6 0 0 2 Female Male Chinese Others Malay Indian CORPORATE GOVERNANCE OVERVIEW STATEMENT
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