How We Engage Board of Directors Board and Board Committee meetings Board Strategy Sessions Regular announcements on corporate developments, campaigns, and topical updates Announcements by MD/CEO through MD/CEO mailbox Employee Regular interactions with line managers Employee digital platforms such as People Connect and Edgenta Connect via Sharepoint, Edgenta Tech and Edgenta Academy Employee engagement survey Employee induction programmes and engagement activities Employee focus group discussions, townhalls, virtual talks, and dialogues LEAP Visits (to allow senior management to meet employees at sites) Board of Directors • Launch of Refresh to Grow (R2G) Programme providing a career break to employees in April 2024 and Implementation of Voluntary Separation Scheme (VSS) in October 2024, Productivity Benchmarking. • Periodic update to Board on Succession Management. • Provide regular, transparent updates on our ESG matters including ESG roadmap progress, performance scorecard, sustainability initiatives, net zero targets, carbon budgeting, challenges faced and strategies to address material matters. • Business strategy, growth, and financial performance, along with managing the business pipeline, ensuring continuity and agility, and maximising value in a challenging environment, while identifying and mitigating risks and monitoring potential threats to operations. • Conduct employee engagement survey. • Identify top performers and nurture them to ascend to leadership positions. • Continuing education for all Board members. • Quarterly updates on amendments to regulatory requirements and media releases on reprimands for awareness. Employee • Donation drive and various campaign initiated under Edgenta Care Society providing monetary assistance to those who are in need, while promoting ‘giving-back’ culture. • People Essentials for Managers training was further enhanced with five modules. • Eight awareness sessions on “Understanding of Human Rights at Workplace” were conducted in four key locations across Malaysia. • Continue to pay merit-based bonus & increments in 2023. Continued adherence to revised minimum wage and other amended Employment Act changes (such as Overtime) and maintaining health benefits for employees and dependents, despite an increase in costs throughout 2023. • Introduction of check-ins and additional feedback from peers/colleagues were introduced. • Roll-out of Leadership Connect through a series of townhall sessions across all Edgenta entities, nationwide and international entities, serving to bring together senior leaders to share insights and strategic priorities to promote transparency and alignment. • Over 100 specific engagement initiatives have been implemented at the divisional and departmental levels to connect with employees at the grassroot level. Our Response Key Topics and Concerns Raised Board of Directors • Cost optimisation initiative on people-related matters • Talent Management for Senior Management and Succession Management Updates • Corporate governance and compliance with new policies • ESG strategy and sustainability related policies • Business strategy and growth in a challenging environment • Business continuity • Benefits and compensation commensurate with cost of living • Career development and upskilling Employee • Safeguarding the welfare of Edgenta Stars in need • Expansion of People Managers Training to equip people managers with the right skill sets to lead, engage and develop talents effectively, beyond hiring skills • Awareness on Human Rights at Workplace • Pay & benefits driven by the increased costs of living, particularly healthcare costs • Introduction of 360 feedback for performance • Enhance leadership communication and transparency in response to EES results 47 HOW WE CREATE VALUE
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