4 MANAGEMENT DISCUSSION AND ANALYSIS 55 OCCUPATIONAL HEALTH AND SAFETY Description Managing workplace hazards by actively anticipating, recognising, evaluating and controlling the dangers that could impair the health and wellbeing of our employees, including their mental health. M7 Why It Is Important Ensuring a safe workplace is of utmost importance for our employees. Any risks to the health and safety of our people may not only result in injury or harm, but may also expose us to reputational risks. Refer to Occupational Health and Safety on pages 163 to 169. Risks • Loss of productivity resulting from injury or harm. • Reputational damage and potential financial loss arising from legal action. Opportunities • Providing a safe, healthy and conducive workplace supports a productive, engaged workforce. • Upholding our reputation as a safe, trustworthy organisation. Our Response • Instilling a culture that prioritises safety and maintains constant vigilance over the work environment. • Maintaining strict compliance with Health, Safety, Security and Environment (“HSSE”) standards, including ISO 14001 and ISO 45001. UN SDGs Stakeholders S1 S3 S5 S2 S4 S6 Capitals EMPLOYMENT CULTURE Description Reinforcing a non-discriminatory and merit-based approach to employment, while supporting talent growth and succession planning. M8 Why It Is Important A valued and respected workforce drawn from diverse backgrounds enables everyone to reach their full potential. This supports a more resilient organisational culture and a broad talent pool from which future leaders can be nurtured. Refer to Employment Culture on pages 172 to 189. Risks • Reputational risk arising from discriminatory hiring or working practices. • Stagnant growth due to lack of new ideas and fresh talent. Opportunities • Increasing employee engagement through a diverse, vibrant workplace. • Accessing a wider talent pool as an employer of choice. Our Response • Embedding the FIRST principles i.e. non-discrimination, merit advancement, diversity and inclusion into our HR processes. • Continuously monitoring workforce composition across dimensions such as gender, age and nationality. • Introducing our Human Rights Policy in March 2025, together with related awareness programmes for our employees. Stakeholders S1 S4 Capitals UN SDGs
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