101 INTEGRATED ANNUAL REPORT 2025 SUSTAINABILITY REVIEW | EMPOWERING PEOPLE AND COMMUNITIES WHY IS THIS TOPIC MATERIAL TO US? Yinson’s People Strategy is anchored in a strong commitment to DEI. This focus fosters creativity, innovation and enhances employee engagement. We aim to cultivate an inclusive culture that encourages diverse perspectives, driving business success and enabling us to better serve the varied needs of our clients and markets. Failure to nurture an inclusive culture poses significant risks, including the potential for discrimination, reluctance to collaborate, employee conflicts, fewer innovations and diminished engagement. It could also result in missed market opportunities and inequalities within Yinson. Additionally, we may face challenges in attracting and retaining top talent, impacting succession planning and overall organisational progress. MANAGEMENT APPROACH Yinson’s commitment to DEI is reflected in our DEI Policy & Procedure, which ensures the protection of employee rights, adherence to international DEI standards, risk mitigation for both employees and the business, as well as alignment with our HLR Policy. We recognise that diversity is fundamental to driving value creation and we actively embrace the varied experiences, backgrounds and perspectives of our employees. This includes differences in age, race, disability, ethnicity, family or marital status, gender, language, nationality, physical or mental ability, religion and other unique attributes. As a global organisation, DEI plays a vital role in shaping our People Strategy and the overall employee experience. Our commitment extends across multiple aspects of our operations, including recruitment, rewards, benefits, professional development, training and promotion. Our DEI framework outlines key principles such as respectful communication and collaboration, active teamwork that values diverse perspectives, flexible work arrangements that support work-life balance and employer-employee contributions to the communities in which we operate. Advancing DEI across the Group In 2025, we executed the following initiatives to drive DEI: • Yinson’s Women Mentorship and Development Programme: A programme which provides mentorship and coaching for female leaders to support their professional development within Yinson. • Joined ASEAN Inclusivity Collective as a pioneer member: An alliance that aims to drive private sector adoption of world-class DEI policies through clear, actionable goals that promote workplace transparency, gender parity, pay equity and zero tolerance for discrimination and harassment. • Participated in DEI summits and roundtables: Yinson participated in events such as the APAC DEI Summit and Gender Action Lab Malaysia Summit, as well as the LEAD Women Roundtable themed ‘Advancing DEI for Sustainable Growth in ASEAN’. • Joined the Malaysian chapter of 30% Club: An initiative that focuses primarily on facilitating at least 30% women representation on the boards of listed companies. • Yinson Lean In Circle: A space where women can come together in small groups to connect, exchange experiences, and foster collaboration, mentorship and leadership growth. Male allies are also invited to participate. • Celebrating International Women’s Day: Yinson’s global offices organised impactful initiatives, including panel discussions, workshops and keynote presentations that highlight gender equality, women’s empowerment and inclusive leadership. • DEI learnings on Learning Management System (“LMS”): Courses available on Learn@Yinson include ‘Confronting bias: Thriving across our differences’, ‘Adding value through diversity’, ‘Developing cross culture intelligence’, ‘Overcoming DEI leadership challenges’ and ‘Data-driven DEI decision-making for leaders’. • Future leaders of social impact: Eight employees from Argentina, Brazil, China, Ghana, Italy and Malaysia were sent to the 2024 One Young World Summit, a global network which promotes positive social impacts and DEI, in Montreal. Risks • Lack of buy-in from management and employees, hindering the implementation of DEI initiatives. • Miscommunication or misunderstanding of diverse perspectives can hinder collaboration efforts. • Unconscious biases may persist, affecting decision-making and perpetuating inequalities. Opportunities • Diverse teams bring a variety of perspectives, fostering innovation and creativity. • Inclusive environments boost employee morale, satisfaction and overall productivity. • Embracing DEI culture attracts a broader talent pool. MS5 Diversity, Equality & Inclusion S3 S4 Concerned stakeholders S5 Key achievements • Board diversity (M/F): 63.6%/36.4% • Senior Management diversity (M/F): 90.0%/10.0% • Regular employee diversity (M/F): 76.4%/23.6% Foster an open and inclusive work culture for an equitable and diverse workforce. C5
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