39 INTEGRATED ANNUAL REPORT 2026 VALUE CREATION AT YINSON | MATERIAL MATTERS Importance Opportunities • Strong Human & Labour Rights (“HLR”) is fundamental to organisational resilience, ethical business conduct and long‑term value creation. • Fair employment practices, non‑discrimination and respect for labour rights support workforce engagement, retention and productivity, while reinforcing position as an employer of choice. • Failure to uphold HLR principles result in regulatory, legal and reputational risks, affecting operational continuity, access to funding and stakeholder trust. • Reinforcing good governance with strong HLR practices strengthens credibility, stakeholder trust and sustained competitive advantage. • Fair, inclusive and transparent labour policies attract diverse talent, improve employee engagement and foster a motivated, high performing workforce. • Proactive human rights management enables the company to set higher industry standards, influence responsible business practices and position itself as a trusted sector leader. Risks Long-term approach • Regulatory, legal and reputational risk arising from non‑compliance with HLR standards across jurisdictions. • Talent attraction and retention risk stemming from poor employment practices, inequitable treatment or perceived lack of inclusion. • Supply chain human rights risk, including exposure to child labour, forced labour or unsafe working conditions among contractors and suppliers. • Business and funding risk if ethical shortcomings undermine investor, client or partner confidence. • Uphold Group‑wide HLR framework aligned with international conventions, national laws and standards, covering employees, contractors and suppliers. • Integrate human rights risk identification and mitigation into ERM and supply chain due diligence processes. • Strengthen fair employment, remuneration and inclusion practices to support equity, diversity and workforce well-being. • Build awareness and capability through mandatory training, grievance mechanisms and continuous monitoring of human rights performance. EP CC GR IN SP EM Related stakeholders UN SDGs 4 5 8 9 Related Capitals HC 15 Targets 21 Human & Labour Rights HR Talent Growth & Inclusion TI Importance Opportunities • Attracting, developing and retaining a skilled, diverse and engaged workforce is critical to organisational resilience, continuity and value creation. • A compelling employee value proposition underpinned by fair rewards, inclusive culture and continuous development is key to sustaining performance, innovation and leadership capability. • Investing in talent growth and inclusion supports the readiness of the workforce to meet evolving business needs. • Future‑ready workforce through continuous learning, leadership development and skills upgrading aligned with long‑term business strategy. • Improved innovation and decision‑making driven by diverse perspectives, inclusive culture and empowered employees. • Stronger talent pipeline and engagement through early talent programmes, structured development pathways and inclusive people practices. • Enhanced organisational performance and resilience supported by motivated, capable and engaged employees. Risks Long-term approach • Skills mismatch risk if workforce capabilities do not keep pace with evolving business, digital and technological requirements, affecting execution and competitiveness. • Talent attraction and retention risk arising from insufficient career development, reward competitiveness or inclusion. • Knowledge continuity and succession risk if critical roles are not supported by effective talent pipelines and leadership development. • Reputational risk if Diversity, Equality and Inclusion (“DEI”) is not effectively embedded, undermining employer‑of‑choice positioning. • Execute Group‑wide Human Capital Strategy encompassing resourcing, learning and development, performance management and fair reward practices. • Strengthen leadership development and succession planning to ensure continuity in critical roles and long‑term organisational capability. • Embed DEI into talent processes, learning programmes and leadership behaviours to foster an inclusive culture. • Leverage digital and AI‑enabled HR systems to enhance workforce insights, performance management, engagement and data‑driven decision‑making. CR EM EP Related stakeholders UN SDGs 4 5 8 9 Related Capitals HC 12 13 14 15 16 Targets Performance and detailed management approach, pg 94 Performance and detailed management approach, pg 96
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