Empowering Our People and Enriching Our Communities Integrated Annual Report 2024 SECTION 5 • DELIVERING SUSTAINABLE VALUE FOR OUR STAKEHOLDERS 199 Talent Retention & Development During the year, we have introduced two (2) new targets in relation to employee retention and training: Employee Turnover Average Training Hours for Employee Short-term (2025) Medium-term (2028) Long-term (2033) Reduce turnover rate to 14% Reduce turnover rate to 13% Maintain turnover rate at 12% Achieve average training hours of 50 hours/ pax Achieve average training hours of 52 hours/ pax Achieve average training hours of 56 hours/ pax Promoting Open and Transparent Communication We are dedicated to minimising any potential adverse impact on our employees that may arise from organisational or operational changes. In the event of significant changes, we carry out detailed risk assessments and ensure relevant employees receive notice at least one (1) month prior. This approach provides the team with clarity and time they need to adjust. We also recognise the importance of ensuring that employees feel valued and have access to channels for expressing concerns or providing feedback regarding their employment. In facilitating this, we have established direct communication between employees and their elected worker representatives, enabling them to voice any concerns. In line with our CoC, employees are encouraged to raise such concerns without fear of reprisal, fostering a culture of openness and collaboration. Further, we maintain transparent communication with employees through various channels, including town halls and employee representative meetings, organised by the HR Department. These platforms allow employees to share their input on workplace issues. In our Sarawak operations, monthly employee representative meetings are held, where all employee representatives, including foreign staff, are invited. During these sessions, any concerns raised are promptly addressed by the Management Representative, supporting our ongoing commitment to creating a supportive and inclusive work environment for all. Maintaining Fair Labour Relations In our Sarawak operations, we have established the Employee and Industrial Relations SOP that provides clear and actionable guidance on employer-employee relations. This robust framework addresses critical aspects such as fostering employee engagement and open dialogue, embedding practices that safeguard the rights of both employers and employees — including the fundamental right to freedom of association — and ensuring that employment services and termination procedures are both legally compliant and ethically principled. Within the SOP, clear guidance on disciplinary offences and instances of misconduct was delineated, alongside the corresponding actions that may be taken should an employee breach company policies. In upholding fairness, all disciplinary measures undergo scrutiny by an elected Board of Appeal, akin to a Board of Domestic Inquiry. This Board of Appeal reviews each decision, ensuring that equity and due process prevail in every case. We gauge employee satisfaction through periodic engagement surveys that cover areas such as working conditions, benefits and compensation, learning and development opportunities, leadership and other concerns. The insights gained from these surveys enable us to refine our processes and programmes, in meeting the employee needs and expectations. This iterative approach promotes engagement, supporting our commitment to our shared success.
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