SECTION 06 pg. 120 AL-SALĀM REIT LABOUR PRACTICES, DIVERSITY & INCLUSION Risk Area Risk Rating Risk Tolerance Level Limited workforce diversity and inclusion could weaken decisionmaking, reduce talent attraction and retention, and increase governance and reputational exposure as stakeholder expectations rise. Al-Salām REIT recognises that a fair, inclusive and well-governed workforce is essential to sustaining performance and delivering long-term value. Its employment practices are anchored in applicable labour laws, ethical standards and internal policies that uphold fairness, transparency and respect for human rights across the organisation. Through inclusive workplace practices and strong labour standards, the REIT aims to attract, develop and retain talent while fostering a safe, respectful and supportive working environment. Workforce Management Al-Salām REIT manages its workforce in accordance with applicable labour laws and regulatory requirements, with the objective of ensuring fair treatment, transparent employment practices, and a stable working environment. These principles guide recruitment, performance management, and employee relations, supporting the organisation’s ability to retain experienced personnel and maintain operational continuity. Al-Salām REIT Workforce Lifecycle Model Al-Salām REIT’s workforce management is guided by a structured lifecycle approach encompassing recruitment, development, retention, and periodic review. This model ensures that human capital practices support operational continuity, regulatory compliance, and long-term organisational stability. Workforce data, including new hires, training participation, parental leave outcomes, and employee turnover, is monitored to inform management decisions and workforce planning. Attract (New Hires) Review (Turnover & Continuity) Develop (Capability Building) Retain (Engagement & Wellbeing) 1 4 2 3 • Recruitment based on role requirements and compliance needs • Ethical labour practices and fair employement standards • Competitive remuneration and benefits • Training • Performance reviews and targeted development plans • Leadership and succession considerations • Employee satisfaction surveys • Employee benefits • Mental health awareness and work environmental controls • Monitoring of turnover and returnto-work rates • Analysis of retention risks • Succession planning SUSTAINABILITY STATEMENT
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