Delivering Sustainable Value For Our Stakeholders Delivering Sustainable Value For Our Stakeholders Press Metal Aluminium Holdings Berhad 164 165 Integrated Annual Report 2023 Empowering Our People and Enriching Our Communities OUR APPROACH Guided by our Diversity Policy, diversity is promoted to all employees, regardless of age, gender, ethnicity, nationality, sexual orientation, cultural background, religious belief and socioeconomic status. To practice fairness and non-discrimination in our workplace, we prioritise merit, experience and professional criteria in recruiting and in managing all employee-related matters, including training, performance evaluation, remuneration and promotion. Furthermore, while aluminium industry is a male-dominated industry, we actively promote job opportunities for women, striving to increase their representation within our workforce. This commitment is prescribed within our Human Rights Policy, which endorses women’s rights and gender diversity through gender equality policies and prohibits gender-based discrimination, whether direct or indirect. We are aligned with the MCCG 2021 requirement of having 30% of female directors on the Board. Presently, our Board comprises of three (3) female Directors out of ten (10) Board members. In addition, we have also set two (2) specific gender diversity targets to drive our gender diversity commitment: increase the participation of women in managerial roles to 30% and the total female workforce to 20%. Further to this, our CoC emphasises the importance of respecting the personal dignity, privacy and rights of every individual encountered during work activities, prohibiting any actions that may infringe upon or bypass human rights. For detailed information on our Diversity Policy, Human Rights Policy and CoC, please refer to our corporate website at: https://www.pressmetal.com/investor-relations/corporate-governance.php. Assessing Our Policies and Facilitating Grievance Reporting Periodic assessments and evaluations of our policies are performed by the Board when necessary to ensure their alignment with our evolving business needs. At the entity level, diversity and inclusion initiatives are overseen by the respective HR department. We have instituted internal channels for complaints and grievances, as well as a whistle-blowing platform, enabling stakeholders to report concerns – including instances of violence, harassment, intimidation or unsafe conditions – both anonymously and without fear of reprisal. We have implemented measures to foster an inclusive environment and protect our employees through the Harassment and Bullying Prevention programme. This initiative empowers employees in managerial roles with essential skills to effectively address harassment and bullying cases, offering victims practical advice and viable solutions. Through the implementation of this programme, we strive to ensure that our managers are well-equipped to handle incidents of harassment and bullying with efficiency and sensitivity. OUR VALUE CREATION We are dedicated to fostering an inclusive workplace culture where every employee, regardless of gender, feels valued, supported, empowered and equally treated. We make efforts to attracting qualified women to work within the industry by implementing a range of initiatives aimed at empowering and enhancing the well-being of our female workforce as below: Empowering Our People and Enriching Our Communities Empowering Women in our Workplace • Established PressNita, a women’s committee that upholds women’s rights and promotes women’s empowerment. • Implemented PressSafe, a mobile application that allows our female employees to address safety matters. • Established designated ladies’ seats in our commute buses. • Implemented female parking spots. • Installed CCTVs in blind corners and less crowded areas to enhance security and surveillance. • Provided designated “ladies’ corner” at recruitment events. • Employed female bus drivers to transport female employees. Enhancing Female Employee Well-Being • Equipped basic female needs at mini-mart. • Reserved Multipurpose Hall for ladies’ events every Wednesday. • Organised programmes and activities that encourage female participation (e.g., Galentine’s Day, International Women’s Day, Sexual Harassment Awareness Talk, Women’s Health Talk, etc.). • Provision of lactation room at the workplace in supporting nursing mothers. • Maintained the provision of female doctor consultation visits for female employees. Providing Equal Growth & Development Opportunities • Recruited women for office-based jobs, production tasks, forklift drivers, bus drivers, auxiliary police and coordinators to promote diversity and inclusion. • Conducted upskilling programmes for female employees in areas such as forklift operation techniques, safety protocols, load handling and equipment maintenance for career advancement and job enrichment. HOW WE PERFORMED IN 2023 As a testament to our efforts, we have successfully increased our women employees in managerial roles to 30.5% and reported zero (0) instances of workplace discrimination during the year. However, our female workforce comprised 13.3%, marking a decrease of 0.2% point from FYE2022. Despite reaching our targets for women in managerial roles, we will strive to improve the women’s participation at our workforce, aligning to our objective of promoting non-discrimination and gender diversity within the workplace. DIVERSITY AND INCLUSIVITY GRI 2-7, GRI 2-23, GRI 2-30, GRI 3-3, GRI 405-1, GRI 407-1, GRI 408-1, GRI 409-1, GRI 410-1, GRI 411-1, GRI 413-1 M16 WHY IT MATTERS Upholding diversity and inclusivity enrich organisations through diverse of perspectives and experiences, driving innovation and creativity. Fostering diversity cultivates varied perspectives, experiences, and backgrounds; that may bring different perspective in ideas, insights, and approaches to problem-solving. This diversity of thought fuels innovation and creativity, enabling organisations to adapt in a dynamic market. In tandem, inclusivity ensures that all employees feel valued and empowered to contribute their unique talents, fostering a sense of belonging and commitment, boosting employee engagement and retention rates. Furthermore, embracing diversity and inclusivity enhances external relationships and reputation. A diverse workforce better understands and caters to the needs of diverse customer bases. Likewise, advocating diversity demonstrates equality in business practices, enhancing the organisation’s reputation and attractiveness as an employer and partner. UN SDGs Capitals HC
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