The details of the process and the findings of the annual performance evaluation are disclosed in the Corporate Governance Report for the financial year ended 31 December 2023 which can be downloaded from corporate website at https://www.ihhhealthcare.com/investors/ corporate-governance. Boardroom Diversity The Company recognises and embraces the benefits of having a diverse Board and sees increasing diversity at Board level as an essential element in maintaining competitive advantage. Thus, the Board will take the necessary measures to ensure that in every possible event, boardroom diversity will be taken into consideration in the board appointment, as well as annual assessment. Gender Diversity The Company appreciates the benefits of having gender diversity in the boardroom as a mix-gendered board would offer different viewpoints, ideas and market insights which enables better problem solving to gain competitive advantage in serving an increasingly diverse customer base, compared to the boardroom dominated by one gender. The Board also takes cognisance of the MCCG’s recommendation to have at least 30% women participation on the board of Large Companies. Large Companies are defined in the MCCG as companies on the FTSE Bursa Malaysia Top 100 Index or companies with market capitalisation of RM2 billion and above. The Company does not set any specific target for women Directors on the Board but will actively continue to work towards having at least 30% women Directors on the Board. The Company has been and shall continue to provide a suitable working environment that is free from harassment and discrimination in order to attract and retain women participation on the Board. Presently, there are two women Directors (excluding an Alternate Director) representing 20% women representation on the Board. Age Diversity The Board acknowledges the benefits of having diversity in the boardroom in terms of age demographics, which would create professional environments that are rich with experience and maturity, as well as youthful exuberance. The Board with a wide range of age has the advantage of creating a dynamic, multi-generational workforce with a diverse range of skill sets that are beneficial to the Company. The Company does not set any specific target for boardroom age diversity but will work towards having appropriate age diversity on the Board. The Company does not fix a maximum age for its Directors given that such Directors are normally reputed and experienced in the corporate world and could continue to contribute to the Board in steering the Company. The Board is composed of Directors from diversified age groups ranging from the age of 38 to 68, which enables the Board to drive the Group in delivering operational excellence. The Board would be able to tap on experience from Directors of different age groups in order to have better understanding of the needs and the sensitivities of the stakeholders in their age group. Cultural Background and Ethnic Diversity The Board recognises that as today’s world becomes increasingly global in its outlook and as the marketplace becomes increasingly global in nature, cultural background and ethnic diversity in the boardroom would be encouraged as it provides advantages that can help a company prosper, including but not limited to, sharing of knowledge in different markets where the Group is operating to enhance the Group’s global presence as well as sharing of viewpoints by Directors from different cultural and ethnic backgrounds as when a variety of viewpoints are thrown into the problem solving mix, new and innovative solutions can be reached. The Company does not set any specific target for ethnic and cultural background diversity in the boardroom but will work towards having appropriate ethnic and cultural background diversity on the Board. The Board is comprised of Directors from different ethnic and cultural backgrounds and foreign countries where the Group has significant presence. The Company believes that the Board members from different ethnicity and cultures contribute to more holistic and quality discussions, as well as more effective and feasible ideas compared to a Board with predominantly the same ethnic and culture. Having Board members from different ethnic and cultural backgrounds widens the Board’s perspectives, especially when making a decision that touches on issues that are peculiar to a particular ethnic or cultural group or country. The Board is of the view that, while it is important to promote boardroom diversity in terms of gender, age, ethnicity and cultural background, the selection criteria based on an effective blend of competencies, skills, extensive experience and knowledge to strengthen the Board should remain a priority and the Board will ensure that Board decisions are made objectively in the best interests of the Company taking into account diverse perspectives and insights. The Company continuously strives to achieve the appropriate boardroom diversity mix covering gender, age, ethnicity and cultural background to enhance its effectiveness and governance performance. The NRC is responsible for ensuring that the boardroom diversity objectives are adopted in board recruitment, board performance evaluation and succession planning processes. The Boardroom Diversity Policy is accessible for reference on the Company’s website at https://www.ihhhealthcare.com/ investors/corporate-governance. Annual Report 2023 105
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