126 YINSON HOLDINGS BERHAD SUSTAINABILITY STATEMENT OUR APPROACH TO STAKEHOLDER ENGAGEMENT EMPLOYEES Who are they? Our employees refer to the personnel who work on our onshore offices and are expected to carry out duties and responsibilities to meet our stakeholder commitments. Yinson’s value proposition • Inclusive, fair, and equal employment opportunities. • Attractive and competitive work packages for mutual value creation. • Strong prospects for career growth and learning opportunities. • Flexible working arrangements for work-life balance. Stakeholder importance We rely on our skilled and high performing workforce to drive value creation and execute our business strategy and growth. Frequency and methods of engagement • Daily: YNet, on-the-job learning and communication. • Regularly: Office-wide town halls, continuous performance & feedback, employee activities. • Quarterly: Group-wide town halls. • Biannual: Employee performance review. • Yearly: Employee engagement survey. • Based on need: Focus groups, pulse surveys, family-friendly offices and activities, training and development programmes, Culture and Values workshops. Key areas of concern & Yinson’s response ‘Fair treatment in accordance with internationally-recognised principles of HLR’ is a key area of concern for employees, and a shared area of concern with our crew. Please see the ‘Crew’ section for Yinson’s response. Fair compensation We embarked on our Total Rewards Strategy Project in 2020. This project aims to conduct an external benchmarking exercise across the organisation to formulate a Group-wide total rewards policy that ensures fair and equitable compensation to our employees. Flexible working arrangements We issued our Yinson Future of Work Philosophy in 2021 to provide our leaders, teams and employees richness of choice, flexibility and autonomy to deliver value across the organisation. The philosophy leverages on our learnings through the Covid-19 crisis and reaffirms Yinson’s commitment in supporting a hybrid working model in all our offices. Career progression Yinson is in the midst of implementing a new performance management module in our Global HRIS that incorporates better performance cycle timelines, simplifies processes and focuses on continuous performance conversations throughout the year. We also revised our Group Learning & Development Policy & Procedure and continued building a learning culture through our LMS and L.E.A.D. courses. S4 GOVERNMENTS & REGULATORY BODIES Who are they? These are the public organisations or government agencies that are responsible to regulate our business activities. Yinson’s value proposition • Consistent and strong regulatory compliance for better market growth. • Tax payments in all jurisdictions of our operations. • Promote long-term and sustainable economic development. Stakeholder importance A strong relationship with governments and regulatory bodies allows us to be updated on the latest regulations and to ensure the business is operating within compliance requirements. Frequency and methods of engagement • Daily: Compliance with applicable legislation, submission of reports, Yinson website and social media, regular engagement, communication and dialogue. • Regularly: Participation in government and regulatory events, competency trainings. • Based on need: Consultation on regulatory matters; announcements and disclosures; work and resident permit issuances; kick-off, engagement and clarification meetings, audits and inspections. Key areas of concern & Yinson’s response Technical, environmental, and social compliance requirements are met Yinson is recognised for our adherence to all compliance matters, and we devote great effort to maintain our license to operate in every country we have operations in. We aim to build our leadership position in ESG matters having invested significantly into managing and disclosing our environmental performance to positively impact local communities. S5
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