KENANGA INVESTMENT BANK BERHAD 64 INTEGRATED ANNUAL REPORT 2025 Key Activities: • Strengthened human rights governance through the introduction of a Human Rights Policy that reinforces the Group’s commitment to respecting and protecting human rights and promoting fair treatment and ethical conduct across its operations. • Launched the Business Sustainability Learning Campaign to enhance employee awareness and build employees’ capability on sustainability-related topics, with a focus on the practical application and integration of sustainability within business operations. • Marked the International Women’s Day (“IWD”) 2025 through a series of virtual engagement including interviews and podcasts highlighting journeys of the Group’s women leaders and IWD pop quiz. • Women comprised 52% of the workforce, with 35% holding key and senior management positions. • Recorded an overall gender pay ratio of men to women at 1:0.91, reflecting the Group’s continued efforts to promote equitable remuneration across the organisation. Key Risks: • Operational risks arising from discriminatory practices and inequitable workplace behaviour • ESG governance risks arising from non-alignment with diversity-related regulatory or market expectations Key Opportunities: • Strengthens employer brand and workforce performance by fostering an inclusive, equitable, and high-engagement workplace culture DIVERSITY AND INCLUSION WHY IT MATTERS Fostering diversity and inclusion enables us to attract a wider range of talent to foster creative ideas, manage social risks and build a resilient organisation. An inclusive workplace strengthens employee wellbeing, enables fair access to opportunities and supports ethical business conduct, all of which are essential to long-term value creation and sustainable growth. By embedding diversity and inclusion into learning and culture, we contribute to broader social equity while strengthening organisational capability and decision-making. Key Activities: • Maintained compliance with the Occupational Health & Safety Act 1994 and a robust governance structure consisting of a Group Occupational Safety and Health Committee. • Appointed a Safety and Health Officer. • Prioritised the prevention of workplace injuries and property damage by enforcing strict Safety Rules and Regulations, as well as maintaining emergency response readiness through emergency response protocols. • Conducted health and safety training that included fire emergency response and fire safety awareness sessions. • Organised health talks, and healing therapy and meditation sessions to promote employee wellbeing. • Maintained minimal workplace injuries. Key Risks: • Operational risks arising from poor management of occupational health and safety programmes • Sustainability risks arising from limited support for holistic wellbeing Key Opportunities: • Enhances workforce engagement and organisational reputation through safe workplaces and sustained wellbeing support EMPLOYEE SAFETY, HEALTH AND WELLBEING WHY IT MATTERS A safe and healthy workplace is essential to sustaining a resilient, engaged and productive workforce. By prioritising employee health, safety and wellbeing, the Group supports workforce sustainability, mitigates workplace risks and fosters an environment where employees can perform, grow and thrive. SUSTAINABILITY STATEMENT
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