Empowering Our People and Enriching Our Communities Press Metal Aluminium Holdings Berhad SECTION 5 • DELIVERING SUSTAINABLE VALUE FOR OUR STAKEHOLDERS 190 DIVERSITY AND INCLUSIVITY GRI 2-7, GRI 3-3, GRI 405-1, GRI 406-1 Capitals SDGs M16 H Promoting diversity and inclusivity strengthens organisations by uniting a wide array of perspectives and experiences that drive innovation and creativity. By nurturing an environment where diverse viewpoints, skills, and backgrounds are valued, organisations unlock diverse ideas and fresh approaches to address challenges. This diversity of thoughts enhances adaptability, enabling them to remain competitive in an ever-changing market. In addition, inclusivity ensures that employees feel respected and empowered to contribute their unique strengths, fostering a deep sense of belonging that boosts engagement and supports talent retention. Pairing inclusivity with diversity cultivates a workplace where motivation thrives. Individuals feel genuinely included and appreciated, hence, bolstering teamwork and driving productivity. This practical synergy transforms a diversified workforce into a strategic asset, equipping organisations to tackle problems effectively and achieve their objectives with greater success. Beyond the workplace, embracing diversity and inclusivity enhances external relationships and elevates an organisation’s reputation. A workforce reflecting diverse experiences is well-placed to understand and meet the needs of a broad customer base, delivering tailored solutions with precision. Moreover, a visible commitment to fairness in business practices builds trust and credibility, positioning the organisation as an attractive employer and a reliable partner. This approach not only draws in skilled professionals but also fortifies connections with stakeholders, cementing its standing within the wider community. WHY IT MATTERS ? Guided by our Diversity Policy, the Board of Directors is committed to fostering diversity at every level of the organisation, embracing individuals irrespective of age, gender, ethnicity, nationality, sexual orientation, cultural heritage, religious beliefs, or socioeconomic background. In pursuit of fairness, we place merit, experience, and professional qualifications at the heart of all employee-related matters — spanning recruitment, training, performance evaluations, remuneration, and promotions. In an industry historically shaped by male dominance, we strive to creating meaningful opportunities for women, striving to elevate their presence within our workforce. This effort is part of our broader mission to empower female employees across the Group. Underpinned by our Human Rights Policy, this policy advocates gender equality and prohibits all forms of gender-based discrimination, laying a robust foundation for equitable treatment and advancement. The Board has set a clear target of achieving 30% female representation, as reflected in our current composition of three (3) female Directors among a total of ten (10) Board of Directors. In 2024, we revisited our gender diversity ambitions, reaffirming our aim to increase female participation in managerial roles to 30% while introducing new benchmarks for additional social indicators. This recalibration sharpens our focus, enabling us to drive sustainable progress across the full spectrum of social responsibility. Our CoC further reinforces this ethos, upholding the dignity, privacy, and rights of every individual in the workplace. It explicitly forbids any actions that undermine or circumvent human rights, fostering an environment where respect and fairness are non-negotiable. For more information on our Diversity Policy, Human Rights Policy, and CoC, please visit our corporate website at: https://www.pressmetal.com/investor-relations/corporate-governance.php. Assessing our Governing Policies and Facilitating Grievance Reporting The Board undertakes regular reviews on governing policies to ensure they remain adapted to the evolving demands of the business and our stakeholders. Complementing this, senior management conducts monthly assessments of diversity performance, including gender diversity indicators along with other sustainability indicators. At the entity level, our HR departments diligently oversee the implementation of diversity and inclusion initiatives, ensuring consistent application across the organisation. OUR APPROACH
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