UEM EDGENTA BERHAD Integrated Annual Report 2025 250 PERSONAL DATA PROTECTION The initiative is currently progressing through a preliminary review across the Group to develop an overall understanding of existing data management practices and the prevailing control environment. This exercise is intended to identify areas for improvement and provide the foundation for establishing a structured personal data protection framework. The insights derived from this review will support the development and phased implementation of appropriate governance measures, policies and internal controls to strengthen the Group’s management of personal data. BUSINESS CONTINUITY MANAGEMENT UEM Edgenta maintains an unwavering commitment to fortifying organisational resilience through the implementation of a robust Business Continuity Management (“BCM”) programme. This strategic initiative aligns with the organisation’s ongoing efforts to ensure the sustainability of operations and the seamless delivery of essential services, even in the event of crisis or disasters. In 2024 UEM Edgenta achieved the prestigious ISO 22301:2019 Business Continuity Management System (“BCMS”) certification, a globally recognised benchmark for operational resilience. This significant accomplishment reinforces the company’s dedication to safeguarding critical business functions, minimising downtime and ensuring seamless service delivery to clients and stakeholders. The certification reflects UEM Edgenta’s strategic commitment to delivering innovative, reliable and resilient solutions across all aspects of its operations. Looking ahead, UEM Edgenta remains committed to strengthening its BCMS to ensure continued resilience and readiness against emerging risks and future disruptions, in alignment with ISO 31000:2018 and ISO 22301:2019 standards. HUMAN RESOURCES MANAGEMENT UEM Edgenta’s internal controls are realised and supported by a formal organisational structure. This official structure is made up of defined lines of authority, responsibility and accountability. These lines of authority, responsibility and accountability are continuously updated to reflect business requirements. The above is further reinforced with functional charts and clearly defined authority limit to ensure consistency, clarity, and structured decision-making. Talent selection and appointment is guided by standard operating procedures and guidelines to ensure the selection of suitable candidates meet the job requirements. Potential candidates will go through a structured recruitment process which includes interviews by the hiring manager and relevant stakeholders; and for certain roles, additional assessments would be applicable. A thorough and complete pre-employment background screening and reference check, would be performed before the job offers are issued. This is a control measure to minimise the risk to the Company, guided by pre-employment matrix. A performance framework is established which serves as a guide for performance setting and monitoring process at various levels covering key financials, customers, internal processes and learning and growth indicators. The performance outcomes are directly linked to UEM Edgenta’s compensation and rewards framework designed as an internal control to maintain consistency through a structured evaluation process. In addition, information on employment benefits are defined and made accessible by all employees, and managed according to each employee’s entitlement and operational requirement. To ensure that we are able to develop a capable, agile and competitive workforce, employees are provided with structured internal trainings, mobility opportunities and external development programmes, as well as professional certification opportunities for identified employees. Technical skills training is also prioritised guided by regulatory requirements and business needs, through development of a technical competency framework and subsequent development interventions. These interventions are tied back to the individual development plan of our employees. Other targeted development programmes include Executive Education programme for Senior Leadership focusing on practical, leadership-specific skills and strategic networking opportunities. The programme also offers pathways for obtaining professional qualifications. In addition, the above is reinforced with succession planning exercise which involves reviewing the current development ecosystem to ensure that successors are systematically prepared and monitored for readiness. Industrial Relations (IR) continued to play a key role where matters related to employee misconduct and litigation cases are managed through a formal and structured mechanism and in accordance with legal requirements and employment laws aiming to maintain a safe and respectful work environment. STATEMENT ON RISK MANAGEMENT AND INTERNAL CONTROL
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