97 INTEGRATED ANNUAL REPORT 2026 SUSTAINABILITY REVIEW | EMPOWERING PEOPLE AND COMMUNITIES Reward & recognition We continued to enhance our Group-wide benchmarking practices, including more accurate mapping of job roles and salary levels to reflect the organisation’s growth and expansion. These improvements support fair and market competitive compensation decisions, critical for talent attraction and retention. We also further strengthened leaders’ and employees’ understanding and adoption of the Global Job Framework, first rolled out in 2024, providing greater transparency and a clear roadmap of potential career paths. We aim to continuously review and align employee benefits, including medical and life insurance, pension schemes, annual leave and parental leave, aligning with market standards. We are committed to ensuring fairness and inclusivity in our benefits offering globally while aligning them to local requirements, and ensuring accessibility for all employees. This promotes equal opportunity and supports the well-being of our workforce as guided by our DEI Policy. Talent & performance management Our Performance Management system plays a central role in advancing talent management and supporting employee development. The system supports continuous performance tracking, allowing employees to record achievements, Employment & resourcing Yinson remains committed to nurturing early talent through structured internship and management trainee programmes, including League of Extraordinary Apprentices Programme (L.E.A.P.), designed to identify high-potential individuals and support their development within the organisation. These initiatives contribute to building a dynamic and future-ready workforce aligned with our long-term growth ambitions. • In line with our APAC Talent Acquisition strategy, we strengthened early talent engagement and employer branding through participation in key university career events, including Singapore Institute of Technology’s Career Nexus 2026 and National University of Singapore’s Career Fest 2026. • L.E.A.P. welcomed one new graduate into a 2-year rotational plan across Group Strategy, while four trainees transitioned into full-time roles at Yinson. • Seven graduate interns were hired as part of Ghana’s national service programme in the areas of Finance, HR, Procurement, Logistics and Maintenance, alongside additional internship placements in Norway. Recent achievements Employee engagement Employee engagement is measured using a survey platform that provides real-time insights into workforce sentiment. The platform leverages machine learning and AI-driven analytics to deliver real-time insights and heatmaps via dashboards accessible to both managers and employees to support timely follow-up actions. Leaders conduct regular follow-up sessions with teams, supported by two-way communication through the platform, to address feedback and respond to anonymous comments. • Launched new Core Values learning module and rolled out refreshed Yinson Core Values workshops to reconnect employees to Yinson's values-led culture. • 23 Yinson Production leaders from Singapore, Malaysia, Ghana, Nigeria and Brazil participated in the Yinson L.E.A.D. Programme 2025. • In February 2026, introduced the Senior Leadership Development Programme, supporting C-suite leaders with advanced leadership tools and the competencies to lead the business into the future. Recent achievements • 990 employees across 355 team functions Group-wide responded to 35,640 survey questions, generating 1,894 comments. • Overall engagement score increased to 7.7 out of 10, compared to 7.5 in FY2025. • Strong performance recorded in ambassadorship (as measured by employee Net Promoter Score), cross-functional collaboration, and DEI. • Areas identified for further focus include work situation, personal development and job satisfaction. FY2026 engagement survey highlights Learning and development During the year, we strengthened workforce capability through a structured learning agenda focused on future readiness, values-driven behaviour and inclusive leadership. Key initiatives were delivered across four learning clusters. milestones and contributions throughout the year in alignment with their goals and development plans. This provides clear visibility of progress, while providing managers timely insights to guide coaching and performance decisions. The system also facilitates continuous feedback, which enables employees to seek input from managers, peers and project partners, while allowing managers to provide feedback at any point in the performance cycle. This embeds performance conversations as a regular and collaborative dialogue rather than a periodic exercise.
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