ANNUAL REPORT 2021 93 SUSTAINABILITY HUMAN RIGHTS AND LABOUR STANDARDS To adhere to a certain standard when it comes to human rights, MYEG has subscribed to the United Nations International Bill of Human Rights and the UN Guiding Principles on Business and Human Rights. These policies act as guidelines for MYEGs own policies when it comes to human rights issues throughout the company. Other policies we adopted include the Human Rights Policy and Non-Discrimination and Equal Opportunity Employment Policies. We implement risk assessments for potential and new operations / projects, where risk factors are evaluated thoroughly. These factors include labour issues, employee conduct and many more factors which could affect both financial and non-financial performance for MYEG. At MYEG, we have a strict policy against any discrimination in the work place and anyone found in breach of these policies will be severely punished for their actions which may include warnings, suspensions and in extreme cases contract termination. These include discrimination regarding race, religion, disabilities, age, gender, backgrounds, nationality, pregnancy and any other potential discriminatory topics. Discrimination has no place in our workplace environment and definitely should not impact one’s ability to gain promotion or overall career progress. MYEG handles any complaints about discrimination with confidentiality and care whilst also providing one-to-one coaching to supervisors and managers on how to respond to discriminatory acts. We also understand the value of our employees and do our very best to respect any wishes and suggestions that are brought forward to us. It remains important that our employees feel they have their own voice and can express themselves in an appropriate manner. Associations amongst workers are encouraged through our policies and we have an employee handbook that clearly outlines what rights and benefits they possess at MYEG. Translation of this handbook to Bahasa Malaysia is also in its final stages of development and should be completed by May 2022. Other items such as Industrial Relations SOPs, Performance Improvement Plans, Warning Letters, Show Cause Letters and induction programmes are also in the midst of translation into Bahasa Malaysia. MYEG also respects our employees the right of freedom of association as well as the right of collective bargaining, with local law pertaining to both of them. The Group also complies with local labour laws on working hours and overtime whilst having a strict policy against using or promoting child labour and forced labour. A breach in any of these policies will incur consequences. Human rights can also be applied to all levels of our supply chain and we expect everyone MYEG is associated with to adhere to a similar stance when it comes to topics like human rights, discrimination and labour standards. We would not continue business with anyone found to be lacking in any of these departments. Our Code of Business Ethics sets out the standards of ethical business practices and conduct that the Group expects from all business associates of the Group, including but not limited to service providers, suppliers, business partners, joint venture entities and partners, associate companies, distributors, consultant, contractors, agents, and any third party performing service for or on behalf of the Group. All business associates are required to complete an acknowledgement and declaration form to demonstrate their agreement to comply with the Code of Business Ethics. Among the initiatives taken to keep our employees updated with our latest policies include posters being placed in common areas, updates to our employee handbook being handed out and sending any changes or updates on policies via e-mail. We encourage our employees to report workplace bullying so action can be taken early on and to see if our bullying prevention measures are effective. Our aim is to create awareness on what is considered bullying, harassment and unacceptable behaviour in the workplace. MYEG wants to state clearly its zero-tolerance stance when it comes to these issues and do its best to prevent any cases from occurring. Digital communication channels such as online briefings, trainings and communications are all used to create awareness on bullying and harassment. The shift towards using these forms of communication was enacted due to COVID-19 since no on-site training could take place in regards to these issues. We hope that physical training can take place in FY2022 as there are certain limitations when using online communication such as team members who had poor internet connection. In FY2021, we had 49 team members consisting of assistant managers, team leaders and assistant team leaders who attended the bullying and harassment briefing. MATERIALITY MATTERS (CONT’D)
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