This solar system was approved by Tenaga Nasional Berhad and is able to generate a maximum capacity of approximately 150 kWp. The solar PV system is fully operational from December 2021. During the reporting year, a total of 104.309MWh of energy was generated by green energy through the solar PV system. Since the commissioning of the solar PV, the building managed to reduce 291 tons of CO2 emissions which is equivalent to 15,888 of trees planted. Apart from that, the Group practices minimising energy consumption at our office buildings during operation hours. Our staff are encouraged to turn off the machines, or other electronic and electrical equipment, such as computers, electric fans, air-conditioners, and lighting when they are not in use; this includes during lunch breaks or recess. In addition, our buildings are installed with LED lights and split unit air-conditioners which serves energy efficiency. The Group also encourages our staff to carpool, or take public transport when commuting to office. Water is used primarily for drinking and sanitation at our facilities and is obtained solely from municipal suppliers and discharged into public sewage systems. We implement measures to minimise water consumption as part of our environmental management system. We are committed to understanding and reducing operational water footprint, advocating an effective water consumption policy and encouraging our employees to be water stewards at work. SOCIAL We recognise our people as our most important asset and strive to enhance their capabilities as well as competencies through continuous upskills training and professional development. We ensure our reward packages remain competitive to attract, retain and motivate the right talent by providing equal opportunity. Succession Planning A skilled workforce allows the Group to build a strong foundation for boosting employee productivity and improving company culture. For critical and leadership roles, succession planning is vital to our long-term performance as part of our Group’s sustainability move. Our Nomination and Remuneration Committee will review the Group’s Human Capital 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 health and safety of our employees are an absolute top priority at Destini as well as being an essential part of our strive towards sustainable development. We have occupational health and safety policies in place to assist and guide management and employees in creating a safe and healthy workplace that is embedded in our purpose and culture. The Group has in place a policy that highlights our commitment to: • Prevent injury and ill health to our employees; • e nsure compliance to laws and regulations in relation to occupational safety and health; • r equire contractors to meet our occupational safety and health standards across all operations; • s et targets and measures to drive occupational safety and health performance across the organisation; and • p romote 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. SUSTAINABILITY REPORT 45 DESTINI BERHAD ANNUAL REPORT 2024
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