KENANGA INVESTMENT BANK BERHAD SUSTAINABILITY REPORT 2024 BASIS OF THIS REPORT OUR APPROACH TO SUSTAINABILITY KENANGA AT A GLANCE GOOD GOVERNANCE LEADERSHIP STATEMENTS SUSTAINABLE ECONOMIC GROWTH ENVIRONMENTAL STEWARDSHIP EMPOWERING PEOPLE AND COMMUNITIES APPENDIX 81 80 EMPOWERING PEOPLE AND COMMUNITIES DIVERSITY AND INCLUSION WHY IT MATTERS Embracing diversity and inclusion allows us to attract a wider talent pool while fostering new ideas and perspectives that help enhance our business. We aim to provide equal opportunities for all employees to succeed professionally, regardless of their age, gender, ethnicity and background. As part of our commitment, we continue to report monthly to Group EXCO on employee demographics, including gender composition. We remain committed to fostering a gender-balanced workforce. Our focus on inclusivity ensures that every individual is treated with respect and provided the support needed to thrive in their careers. Total Number of Employees Male Female Breakdown by Employee Category and Gender M-Male F-Female 2022 2023 2024 M % F % Total M % F % Total M % F % Total Key Management 70.0 30.0 20 66.7 33.3 18 63.2 36.8 19 Senior Management 60.0 40.0 40 59.5 40.5 42 62.8 37.2 43 Middle Management 47.5 52.5 497 46.6 53.4 500 45.6 54.4 500 Junior Management 46.7 53.3 683 47.0 53.0 691 45.8 54.2 673 Non-Executive 66.1 33.9 115 70.1 29.9 107 69.7 30.3 99 Breakdown by Ethnic Composition 2022 2023 2024 % Total % Total % Total Malay & Other Bumiputera 40.5 549 40.5 550 42.7 570 Chinese 54.1 733 54.1 734 52.2 696 Indian 5.0 68 5.0 68 4.7 63 Others 0.4 5 0.4 6 0.4 5 Note: Restatement of FY2022 and FY2023 figure due to re-categorisation of the ethnicity group. Breakdown by Age Group Age Group 2022 2023 2024 < 30 305 228 290 30 – 39 379 375 364 40 – 50 389 402 382 > 50 282 293 298 Number of Temporary Staff 2023 2024 Number of Temporary Staff1 3 2 Number of Fixed Term Contract Staff2 193 180 Total Temporary and Fixed Term Contract Staff by % 14.4 13.6 Notes: 1 Staff hired for specific purposes, i.e. temporary replacement or special project. 2 Staff which includes the Senior Management Team under a fixed-term contract on a renewal basis. Breakdown by Gender 1,334 644 48% 690 52% EMPOWERING PEOPLE AND COMMUNITIES OUR APPROACH Our Policy on Ethical Human Resource Practices We ensure that our human resource operations continue to comply with the relevant Malaysian employment and labour laws and regulations, including adherence to the minimum wage requirements and local laws regarding working hours. Our commitment to these standards is reflected in the Group’s Code of Ethics and Conduct for Employees. Key human resource policies ensuring compliance and employee welfare are as follows: • Group Code of Ethics and Conduct for Employees • Group Disciplinary Policy • Flexible Work Arrangement Policy & Procedure • Compensation and Benefits Policy • Learning and Development Policy • Group Policy & Procedure on Recruitment and Staffing Management • Group Performance Management Policy Zero Tolerance for Human Rights Violations As a signatory to the UN Global Compact (“UNGC”), we are committed to upholding the human rights and labour principles outlined in the Ten Principles of the UNGC. We prioritise continuous improvement in workplace diversity, providing equal opportunities regardless of race, religion, gender, or age. At Kenanga, we have zero tolerance for any violation of human rights, including forced and compulsory labour, child labour, discrimination, and harassment in our workplace. Our hiring procedures comply with local laws regarding the minimum age for employment. Communication on Human Rights for Employees To ensure our employees are informed of their rights, all newly onboarded employees must complete a 10-minute self-directed learning module on employee rights, which is facilitated through our internal learning platform, the Learning Management System (“LMS”). In 2024, a total of 180 enrolments were recorded for this module. Additionally, the Group Disciplinary Policy includes clear guidelines for addressing employee misconduct. This policy outlines the procedures for handling employee grievances related to their employment, providing employees with an opportunity to express concerns about employment-related matters. It also ensures that these concerns will be addressed by the relevant parties within a specified timeframe. Building Awareness on Sexual Harassment In 2024, we reinforced our commitment to creating a safe and respectful workplace by prioritising the prevention of sexual harassment and workplace bullying. Building on the foundation established by our Preventing and Eradicating Sexual Harassment Policy and Procedure, we took significant steps to ensure these principles are actively communicated and embedded across the organisation. To address specific concerns related to sexual harassment and workplace bullying, we have established clear policies and procedures, as outlined below: Sexual Harassment: The Preventing and Eradicating Sexual Harassment Policy and Procedure provides guidance for managing and resolving sexual harassment cases. Office Bullying, Harassment, and Discrimination: Complaints related to office bullying, harassment, and discrimination are addressed through the Grievance Section of the Group Disciplinary Policy. Our Speak Up Policy—an update to our previous Whistleblowing Policy—is in line with Section 69F of the Employment Act 1955 (Amendment 2022), underscoring our commitment to preventing discrimination and unethical practices in the workplace. 1 2 Our Workforce Profile
RkJQdWJsaXNoZXIy MTc1ODMy