UEM EDGENTA BERHAD Integrated Annual Report 2025 190 SOCIAL VALUE CREATION HUMAN RIGHTS ASSESSMENT WHY IT MATTERS Upholding the fundamental principles of human rights is essential to maintaining stable and productive relationships with our employees, contractors, suppliers and the communities in which the Group operates. Respect for human rights supports fair and safe working environments, equal opportunity and responsible business conduct, forming the foundation for consistent service delivery and long-term operational credibility. UEM Edgenta’s commitment to human rights includes respecting and upholding the principles enunciated in internationally recognised standards, including the Universal Declaration of Human Rights, the UN Guiding Principles on Business and Human Rights (UNGPs), and the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work, which form part of the broader International Bill of Human Rights framework. A strong stance against human rights violations also reduces exposure to potential legal, financial and reputational impacts. Where such risks are not effectively managed, the Group may face operational disruption, contractual disputes and increased scrutiny from regulators and investors. Ultimately, such incidents could weaken stakeholder confidence and erode the social license under which the Group operates. OUR APPROACH A Strong Policy Suite and Governance Framework UEM Edgenta promotes fairness, non-discrimination and equal opportunity through a Group-wide policy and governance framework. This includes the DEI Statement, Gender Diversity Policy and a Human Rights Policy informed by the Human Rights Impact Assessment (HRIA) conducted in May 2024. The HRIA was undertaken to identify potential and actual human rights impacts across our operations and value chain, and included a gap assessment against the UN Guiding Principles on Business and Human Rights (UNGPs). The assessment resulted in recommendations and a roadmap addressing 10 salient human rights issues relating to employees, suppliers as well as community and environment which continue to guide the Group’s mitigation and improvement efforts. The framework applies to employees, contractors and business partners and adopts zero tolerance for violations such as child and forced labour. It aligns with applicable laws and recognised international standards, including the Child Act 2021 and the International Labour Organisation (ILO) Core Labour Standards, and reflects the Group’s commitment to respect children’s rights in line with the Children’s Rights and Business Principles. The framework is further supported by HSSE‑related requirements to provide a safe and healthy work environment, and by provisions that promote fair and humane treatment of foreign workers, including timely payment of wages, access to adequate living conditions, and respect for dignity and well‑being. Progress against HRIA recommendations is monitored as part of ongoing governance and operational processes. Human rights governance is maintained through oversight and monitoring. Guided by our Human Rights Policy, the responsibility of overseeing the policy is only under BGRC. The implementation and escalation of human rights matters are a collective effort between Human Resource Department, Group Procurement Department as well as Risk, Integrity and Compliance Department to ensure effective application of the Group’s human rights commitment applies to employees, contractors and business partners. In Singapore operations, human rights governance is maintained through oversight and monitoring, including routine Human Rights Inspections to ensure labour standards compliance and safe, fair working conditions. Embedding Human Rights Considerations in Business Operations and Core Processes During the year, the Group engaged employees and suppliers through training and awareness sessions on the Human Rights Policy, providing a platform to discuss key human rights risks relevant to our operations and supply chain. These engagements support behavioural and cultural alignment, while insights gathered and access to grievance and whistleblowing channels enable the ongoing identification, early detection, and management of salient human rights issues across the business.
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