Sasbadi Annual Report 2021

Ethnic composition of employees Age composition of employees Gender composition of Board of Directors One of our procurement practices is to source for materials locally whenever possible. As such, nearly all of our supplies are obtained from the Klang Valley, save and except for products that are not manufactured locally, such as simili paper. This is because we believe in contributing to our local economic growth and sustaining a healthy ecosystem for local players. We find that engaging local partners enhances the Group’s efficiency by allowing us to deal with potential risks that may arise from supply chain disruptions. It also reduces cost of purchasing and compliance, as well as minimises our carbon footprint by reducing emissions related to transportation in the supply chain. CREATING A SUSTAINABLE WORKPLACE Our employees are at the core of our existence and our greatest asset. Their skills, dedication and care define the success of the Group. We strive to provide a positive working environment by constantly engaging our people, creating opportunities for their growth and development as well as emphasising the practice of a balanced lifestyle. This is doubly important in times of the pandemic, where livelihoods are threatened and job security becomes a key concern for many employees. As such, we have put in place policies and guidelines that help our employees navigate through these uncertain times. In line with the relevant labour laws and regulations, they cover issues relating to compensation and dismissal, recruitment and promotion, working hours, leave, career development, diversity, anti-discrimination and other employee welfare related matters. Throughout the pandemic, we also engage with our employees on a regular basis to provide updates on the Group’s developments, as well as to motivate them and address any difficulties they may be facing. Diversity and Equal Opportunities At Sasbadi, we recruit our people mainly based on their skills, industry experience and interpersonal skills. We conduct an annual review to evaluate our employees’ progress and competencies in the context of their roles. This will then be taken into account for their salary and promotion appraisals. Aside from the annual reviews, we also adopt an as needed approach when it comes to reviewing their performance so that we may address matters that require immediate attention. We believe our people deserve the opportunity to reach their highest potential and thrive in an inclusive and diverse workplace. We strive to accommodate and provide fair treatment to everyone regardless of their disabilities, gender, age, ethnicity or religion. Approximately 62% of our people fall within the 30 to 50 years old age group, which indicates a mature and experienced workforce. At the same time, we also recruit a group of younger staff, approximately 22% who are below 30 years old to develop their careers and grow with us. Our workforce is made up of mainly non-executives due to the nature of our operations. We strongly believe that gender and ethnic diversity leads to an improved team performance. In terms of ethnic distribution, our employee composition comprises Malay; 48%, Chinese; 48%, Indian; 3%, Others; 1%. The gender distribution, as guided by the Gender Diversity Policy of Sasbadi is around 46% male to 54% female employees. Participation of female employees are present across all hierarchical positions in Sasbadi. In terms of the Board of Directors, the gender distribution is 67% male to 33% female, which adheres to the Malaysian Code on Corporate Governance (MCCG) 2021 requirement of having at least 30% women directors. Female 33% Male 67% <30 years 22% 30 - 50 years 62% >50 years 16% Malay 48% Other 1% Indian 3% Chinese 48% (continued) SUSTAINABILITY STATEMENT 37 ANNUAL REPORT 2021