69 ANNUAL REPORT 2025 MST GOLF GROUP BERHAD Diversity, Inclusion and Workforce Stability - Key Risk Snapshot Area Summary Risk Impacts Weak diversity, inclusion, development, or retention practices may contribute to capability gaps, higher turnover, lower morale, and reduced organisational resilience. Key Risk Drivers Competitive labour market conditions, uneven employee engagement, limited career development visibility, and inconsistent leadership support. Risk Profile Low likelihood, low operational impact. Governance & Oversight Oversight by management and Human Resources, supported by performance monitoring and workforce planning processes. Risk Management Approach Employee development programs, leadership development, performance reviews, engagement initiatives, and diversity monitoring. 2025 Performance Indicators Female representation in senior management increased to 67%, average training hours increased to approximately 25 hours per employee, and employee turnover improved to approximately 22%. Financial Pathway Strong workforce capability and retention support productivity, reduce recruitment and onboarding costs, and strengthen service quality and operational continuity. Forward Outlook Continue strengthening employee engagement, development, and leadership pipeline initiatives to improve workforce resilience and retention. Employee Wellbeing, Engagement and Retention - Key Risk Snapshot Area Summary Risk Impacts Declining employee wellbeing and engagement may increase voluntary turnover, resulting in loss of experienced staff, higher recruitment and onboarding costs, reduced productivity, and disruption to service quality across retail and golf operations. Risk Drivers Workload pressures, leadership capability, role clarity, organisational culture, employee engagement levels, and external labour market mobility. Risk Profile Moderate likelihood, medium operational impact. Governance & Oversight Human Resources and Management, with Department Heads responsible for monitoring workforce conditions and engagement within teams. Risk Management Approach Workforce planning, employee benefits and insurance coverage, wellbeing initiatives, engagement activities, leadership oversight of team conditions. 2025 Performance Indicators 22% employee turnover rate, 140 new hires across regional operations, 100% parental leave return rate, 96% post-parental leave retention rate, 77 Sports Club sessions engaging 248 employees. Financial Pathway Effective wellbeing and engagement management supports employee retention, workforce productivity, and service consistency, reducing recruitment, onboarding, and training costs associated with turnover. Forward Outlook Continue strengthening employee engagement, development, and leadership pipeline initiatives to improve workforce resilience and retention.
RkJQdWJsaXNoZXIy NDgzMzc=