A L - S A L Ā M R E I T A N N U A L R E P O R T 2 0 2 1 92 SUSTAINABILITY STATEMENT Regular performance reviews are also offered to all employees contributing to their personal development and skill management. A breakdown of performance reviews by gender and employment category is presented below. In FY2021, 100% of the REIT’s permanent workforce received a performance review. The Manager recognises the importance of a healthy work-life balance as it helps reduce stress and prevent burnouts in the workplace. Prior to the pandemic, initiatives to promote a work-life balance included staff trips. Unfortunately, due to the current circumstances, these gatherings were put on hold. Flexible work arrangements and “work from anywhere” concept were designed to continue to promote work-life balance despite the pandemic related disruptions to the workplace. Employees were also given a work-from-home allowance, which takes into consideration home internet usage, home space, and home electricity consumption. In the year under review, the Manager recorded a hiring rate2 of 7.7% and a turnover rate3 of 15.4%. Diversity and Inclusion Board Diversity Policy The Board takes cognisant of the MCCG 2021 clauses which specifies that (5.9) the board comprises at least 30% women directors and (5.10) The board discloses in its annual report the company’s policy on gender diversity for the board and senior management. The company has long understood the importance of diversity and inclusion. The commitment to diversity is embedded in our ESG that set out DRMSB's values. The composition and quality of the Board shall be optimised, to suit the Fund size, its investment portfolio and business direction. A diverse Board with a range of views enhances decision-making, which is beneficial to the Manager’s/ Fund’s long-term success in the interests of the stakeholders. When selecting Directors, the process is based on objective criteria and there is no discrimination on any gender, personal or physical attributes that would not speak to such person’s ability to perform as a Director. All Board appointments are made on merit, in the context of the skills and experience the Board as a whole requires to be effective. The Board Nomination and Remuneration Committee (“BNRC”) reviews and assesses Board composition on behalf of the Board and recommends the appointment of new Directors. In reviewing Board composition, NRC will consider the benefits of all aspects of diversity in order to maintain an appropriate range and balance of skills, experience and background on the Board and with due regard for the benefits of diversity on the Board. It also oversees the conduct of the annual assessment of Board effectiveness. As part of the annual performance evaluation of the effectiveness of the Board, Board Committees and individual Directors, the BNRC will consider the balance of skills, experience, independence and knowledge on the Board and the diversity representation of the Board.” Workplace diversity fosters collaboration and drives innovation among employees. The REIT Manager values mutual respect and understanding across its organisation, and encourages employees to report cases of discrimination to the Human Resources department at the earliest possible opportunity. 2 Hiring rate is calculated as total number of hires over the average number of employees. 3 Turnover rate is calculated as total number of resignations over the average number of employees. 11.8 xecut Non E 2 86 ive 8. agem agem xecut 8 S - E Man enior Man ent ent ive 1 . 14.75 15.75 2.1 Average Training Hours by Gender Average Training Hours by Employment Category
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