93 Overall, the results of the BDEE for the financial year under review demonstrated that the Board is functioning effectively given its organisational model and board structure. The Directors have shown a high level of commitment to their fiduciary duties, and have consistently fulfilled their responsibilities as members of the Board and relevant Board Committees. The Board will take the necessary actions to address areas that could be further strengthened. 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 2024 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 views increasing diversity at Board level as essential for maintaining a competitive advantage. Thus, the Board will take the necessary measures to ensure that boardroom diversity is considered in every possible event, including board appointments and annual assessments. Gender Diversity The Company recognises the benefits of gender diversity in the boardroom, as a mixed-gender board would offer different viewpoints, ideas and market insights. This diversity enables better problemsolving and provides a competitive advantage in serving an increasingly diverse customer base, compared to a boardroom dominated by one gender. The Board also takes cognisance of the MCCG’s recommendation to have at least 30% women participation on the boards 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 a specific target for women Directors on the Board but will actively work towards having at least 30% women Directors on the Board. The Company is committed to providing a suitable working environment free from harassment and discrimination 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 age diversity in the boardroom, which fosters professional environments rich in experience and maturity, as well as youthful exuberance. A Board with a wide age range creates a dynamic, multi-generational workforce with diverse skill sets, which is advantageous to the Company. The Company does not set a specific target for boardroom age diversity but will work towards achieving appropriate age diversity on the Board. The Company does not impose a maximum age for its Directors, as these individuals are normally reputed and experienced in the corporate world and can continue to contribute effectively to the Board. The Board is composed of Directors from diverse age groups, ranging from the age of 39 to 68 years old. This diversity enables the Board to drive the Group in delivering operational excellence. The Board can leverage the experience of Directors from different age groups to better understand the needs and sensitivities of stakeholders in their respective age groups. Cultural Background and Ethnic Diversity The Board recognises that as the world becomes increasingly global in its outlook and the marketplace becomes increasingly global in nature, cultural background and ethnic diversity in the boardroom should be encouraged. This diversity provides several advantages that can help the company prosper, including sharing knowledge in different markets where the Group operates to enhance the Group’s global presence. Additionally, Directors from different cultural and ethnic backgrounds bring a variety of viewpoints to problem-solving, leading to new and innovative solutions. The Company does not set a specific target for ethnic and cultural background diversity in the boardroom but is committed to achieving appropriate diversity in these areas. The Board is composed of Directors from various ethnic and cultural backgrounds, including those from foreign countries where the Group has a significant presence. The Company believes that the Directors from diverse ethnicities and cultures contribute to more holistic and quality discussions, as well as more effective and feasible ideas compared to a Board dominated by a single ethnicity and culture. Having Board members from different ethnic and cultural backgrounds broadens the Board’s perspectives, especially when making decisions on issues specific to particular ethnic or cultural groups or countries. The Board believes that while promoting boardroom diversity in terms of gender, age, ethnicity and cultural background is important, the primary focus should remain on selecting Directors based on a blend of competencies, skills, extensive experience, and knowledge to strengthen the Board. The Board ensures that decisions are made objectively in the best interests of the Company, taking into account diverse perspectives and insights. The Company continuously strives to achieve an appropriate mix of gender, age, ethnicity and cultural background in the boardroom to enhance its effectiveness and governance performance. The NRC is responsible for ensuring that boardroom diversity objectives are integrated into board recruitment, board performance evaluation and succession planning processes. The Boardroom Diversity Policy is accessible on the Company’s website at https://www.ihhhealthcare.com/investors/ corporate-governance.
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