152 YINSON HOLDINGS BERHAD OUR CAPITALS HUMAN CAPITAL Diversity, Equality & Inclusion A strong commitment to DEI underpins our HR Transformation Plan. We believe that our diversity is our strength, and it helps us to excel on a global playing field. Our DEI Policy guides our approach to strengthen our diversity objective, ensuring an open and all-inclusive working environment for our employees. Diversity, equality & inclusion, pg 84 The wellbeing of our people We aim to create a working environment where our people can feel safe, happy and free from the worries of healthassociated risks. We believe when the wellbeing of our employees and their families are taken care of, our people will be able to deliver their best work. For example, great effort was taken during periods of remote working to care for and engage with our employees, to minimise the effects of fatigue and stress on employees’ physical and mental health. As restrictions lifted, we began a phasic approach to reopening our offices, and Yinson continues to support a hybrid working model in our office locations. Yinson also endeavours to create a vibrant work environment that is conducive for collaboration and both physical and mental wellbeing. Work-life balance, pg 92; The wellbeing of our people, pg 94 Talent acquisition Yinson has built our leadership position in ESG and sustainability, allowing us to build a strong employer brand as a company that cares about the environment, our people and our communities. We believe our industry-leading sustainability practices, complemented with stable financial performance and strong corporate governance track record, are key to attracting a skilled and motivated workforce whose values align to ours. We are committed to supporting the local workforce in the areas that we operate, in order to strengthen the local economy and enable transfer of talent. We believe this creates a healthy operating environment in order for us to continue growing and thriving. Yinson also believes in investing in the emerging generation through our internship and graduate programmes. In FYE 2022 we ran such programmes in Ghana, Malaysia, Singapore and Norway as part of our commitment to building the local workforce and building the next line of leadership within the company. Local workforce, pg 88; Talent acquisition, pg 94 Talent retention Yinson aims to have an effective and comprehensive retention strategy that encompasses all aspects of an employee’s career and wellbeing. These include having a solid learning & development programme, reward & recognition scheme, and performance management systems and processes. We also aim to make our hybrid work model even more attractive, allowing greater flexibility for our people to pursue their personal and professional interests. Further, we will work on continually enhancing our DEI practices and organisational culture to help our people appreciate each other’s uniqueness and ability to contribute towards the same vision and mission. Reward & recognition, pg 89; Talent retention, pg 95
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