DESTINI Annual Report 2018

Social The Group recognised that employees are our greatest assets hence we proactively provide opportunities for growth and development for talent in the organisation through targeted development plans and succession planning. Ensuring our long-term sustainability, we continuously invest time and effort in recruiting (internal and external), upskilling, engaging and rewarding talents/employees of the organisation accordingly. Succession Planning For critical and leadership roles, succession planning is vital to our long-term performance as part of our Group’s sustainability move. Our Nomination Committee will review the Group’s human resources plan including the succession management framework and activities, human resources initiatives such as jobs and salary review, and the annual manpower budget. The succession planning across the Group is implemented by stages where the training programme is designed specifically for management staff. Safe Workplace The Group believes that the safety and well-being of its employees is the foundation of its success. Hence we strive to provide a safe and healthy environment for our employees and to ensure safe practices in all aspects of our business operations. The Group has in place a policy that highlights our commitment to: • prevent injury and ill health to our employees; • ensure compliance to laws and regulations in relation to occupational safety and health; • require contractors to meet our occupational safety and health standards across all operations; • set targets and measures to drive occupational safety and health performance across the organisation; and • promote a culture where all employees share the commitment to prevent harm to the safety and health of our employees, contractors and the general public. The Group is regularly engaging and educating employees to inculcate a culture of safety and compliance through safety and health training. In this context, the Group places utmost importance on compliance with all relevant health and safety laws and regulations such as Occupational Safety and Health Act, 1994 and Factory and Machinery Act, 1997, as well as Integrated Safety Management Manual approved by the Board of the Company. Safety Induction Training was conducted for all of our newly joined employees. The programme is designed to train employees to become fully aware of the safety and health measures and to meet the Department of Occupational Safety and Health’s guidelines. Workers are equipped with safety protective wear and equipment such as ear muffs for protection against noise pollution, goggles for protection against glare, dust, water and other particles, and gloves for the handling of chemicals or other potentially hazardous materials. Furthermore, safety briefings are compulsorily conducted to all factory visitors on the awareness of safety and health before entering to the factory. Talent Motivation and Skill Development The Group also recognises that the Industrial Revolution 4.0 will place pressure in organisations to continuously upskill and reskill their workforce, to stay relevant and productive. Employees are encouraged to attend internal or external training or pursue professional development to enhance their knowledge and skill for career enhancement and personal development, in the field of aviation and marine development, human resource management, technical skills, and others. In the appointment and recruitment process, we pride ourselves on being an employer that provides equal opportunities and continuously seek to promote it regardless of religious belief, age, marital status, gender, family status or any disability. Our commitment in that respect applies to all areas of the working environment, all employment activities, resource allocation and all employment terms and conditions. Every employee is given an equal opportunity to rise up in their careers through hard work and dedication. DESTINI BERHAD ANNUAL REPORT 2018 59