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 83 82 EMPOWERING PEOPLE AND COMMUNITIES In 2024, we conducted the “Managing Workplace Harassment & Workplace Bullying Complaints” training, which was attended by 10 managers, totalling 30 training hours. This programme aimed to equip managers with the skills to effectively address sensitive workplace issues. It was introduced in response to the positive feedback from the previous year’s sessions on managing harassment and bullying complaints. The training offered participants the opportunity to: • Strengthen their ability to manage sensitive issues with care and professionalism • Contribute to a safer, more inclusive, and supportive workplace culture • Gain practical insights into addressing harassment and bullying cases Additionally, as part of our ongoing commitment to fostering a respectful and inclusive work environment, we addressed a grievance related issues to harassment, bullying, or discrimination. The complaint was thoroughly investigated in accordance with our established procedures and was resolved amicably. This case underscores our proactive approach in handling such matters, ensuring that all concerns are addressed with care and respect. Promoting a Gender-Balanced Workplace Culture We offer benefits such as nursing rooms, updated maternity and paternity leave, and hybrid working arrangements to foster a gender-balanced workplace. Our human resource practices, including recruitment, performance management, and talent development, are managed equitably. Gender Pay Gap Ensuring equal economic opportunities for employees, regardless of gender, is a priority, particularly for those in similar roles. Our approach to pay and compensation is based on employees’ experience, skills, and the competencies required, as well as industry benchmarks in determining basic salary. All employee-related decisions are made based on business needs and individual merit. Our overall gender pay ratio for men to women in 2024 is 1:0.92. Below is the breakdown by employee category: Ratio of Basic Salary of Men to Women Key Management 1:0.76 Senior Management 1:1.06 Middle Management 1:0.86 Junior Management 1:0.97 Non-Executives 1:0.94 Equal Opportunity, Inclusion, and Non-discrimination Health, Safety, and Freedom from Violence Education and Training Enterprise Development, Supply Chain, and Marketing Practices Community Leadership and Engagement Transparency, Measuring, and Reporting Leadership Promotes Gender Equality 4 5 6 7 1 2 3 EMPOWERING PEOPLE AND COMMUNITIES Our Total Workforce 52% Middle Management 54% NonExecutives 30% Junior Management 54% Key and Senior Management 37% Female Representation at Kenanga Established by the UNGC and UN Women, the WEPs align with the 2030 Agenda for Sustainable Development and the 17 SDGs. The WEPs Framework guides businesses in advancing gender equality and women’s empowerment in the workplace, marketplace, and community. Currently, there are over 10,000 global signatories, including 129 from Malaysia. Driving Gender Equality Through Our Partnership with LeadWomen Kenanga continues its partnership with LeadWomen, an organisation founded in 2011 to advance the presence of women in senior leadership and corporate boards in Malaysia. This partnership underscores Kenanga’s dedication to promoting gender equality and empowering women. Through our ongoing collaboration with LeadWomen, we were proud to support the inaugural LeadWomen APAC DEI Summit 2024. Dedicated to advancing women’s leadership and empowerment, LeadWomen organised the event that brought together women from diverse industries to share their experiences and expertise. Themed ‘Humanity Rebalanced’, the summit was the first regional DEI summit hosted in Malaysia aligned with the UN SDGs. In 2024, we were honoured to be recognised in the UN Women Asia-Pacific WEPs Awards, which celebrate companies driving gender equality through the WEPs. As the first Malaysian investment bank to join the UN Global Compact, Kenanga’s dedication to inclusive policies was further recognised by receiving the Leadership Commitment Award. Employee Engagement on Diversity and Inclusion Kenanga encourages two (2)-way, open communication with our employees through dialogues and discussions. Our employee engagement initiatives aim to promote the sharing of knowledge, celebrate diversity, and foster a sense of belonging. Signatory to the Women’s Empowerment Principles (“WEPs”) Following our commitment as a WEPs signatory in 2023, we continued to strengthen our dedication to gender equality in 2024 by upholding its seven (7) principles:
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