93 INTEGRATED ANNUAL REPORT 2025 SUSTAINABILITY REVIEW | EMPOWERING PEOPLE AND COMMUNITIES WHY IS THIS TOPIC MATERIAL TO US? Yinson is dedicated to safeguarding human rights across all aspects of our operations, ensuring that dignity, fairness, respect and equality remain central to our workplace culture. We have zero tolerance for discrimination, harassment and prejudice, as we strive to foster an environment built on trust and inclusivity. We recognise that equitable employment practices, such as fair compensation and a strong commitment to diversity, are essential to creating an inclusive workplace that fuels innovation and strengthens our organisation. These practices not only enhance employee satisfaction, engagement and retention but also reinforce our reputation as an employer of choice, helping us attract top talent from diverse backgrounds. Failure to uphold human rights could pose regulatory, legal and reputational risks, potentially affecting our ability to secure future funding. Therefore, we remain dedicated to cultivating a workplace where every individual is valued and respected. MANAGEMENT APPROACH Our approach to human rights is guided by the Group’s Human & Labour Rights (“HLR”) Policy, national and local laws, as well as international human rights standards. These include the Universal Declaration of Human Rights, the UN Guiding Principles on Business & Human Rights and the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work. Additionally, we actively apply the Tripartite Declaration of Principles concerning multinational enterprises and social policy (MNE Declaration) across our operations, ensuring we promptly identify and address any human rights violations. Our commitment to upholding human rights extends beyond our direct workforce to contractors, third-party stakeholders, host communities and business partners within our value chain. Fairness and integrity shape our approach to employment. We strictly comply with all labour laws while providing competitive salaries and benefits to our employees. Furthermore, we have zero tolerance for all forms of forced labour, including modern slavery, and strongly uphold employees’ rights to freedom of association, expression and collective bargaining. We celebrate the diverse backgrounds of our people, embedding Diversity, Equality, and Inclusion (“DEI”) as a core principle of our People Strategy. We are committed to fostering an open and inclusive workplace where employees feel empowered to express themselves without fear of discrimination. Our commitment to equality is further reinforced through a proactive approach to equitable pay. Through the Total Rewards Strategy Project, we have conducted a thorough assessment of our rewards practices. This has resulted in a unified, Group-wide Total Rewards Philosophy and Global Job Framework that prioritises fairness, transparency and competitiveness in our compensation and benefits structures. Employment We are committed to providing fair and inclusive benefits across our global operations, ensuring the well-being and security of our employees. Our key benefits, including medical insurance, life insurance, pension plans and parental leave, are designed to support our people, in alignment with our Core Values and People Strategy. Besides meeting local regulatory requirements, our benefits framework also promotes equality and enables our commitment to fostering an inclusive and supportive workplace for all. Labour management relations The notice period for significant operational changes that may impact our employees and their representatives varies by country, in accordance with local legislation and collective bargaining agreements (“CBAs”), where applicable. Risks • Exposure to litigation, financial losses and reputation damage from non-compliance with human rights and labour standards. • Challenges in attracting and retaining employees due to poor employment practices. • Potential loss of funding and business partnerships resulting from ethical shortcomings. Opportunities • Strengthening brand equity and competitive advantage through robust human rights practices. • Attracting diverse talent and enhancing employee engagement with fair and inclusive policies. • Setting industry standards through proactive human rights management. MS2 Human & Labour Rights S2 S4 S5 S6 S9 Concerned stakeholders S10 Key achievements • Zero instances of substantiated complaints concerning human rights violations. • 1,277 learning hours on HLR training for employees since 2023. Maintenance of key principles relating to human rights and labour standards as those defined by international conventions. C4
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