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 95 94 To ensure our licensed representatives remain well-informed about new developments and changing market needs, we offered in-house Continuing Professional Education courses. These courses covered a range of topics, including Anti-Money Laundering Risks in Capital Markets, Personal Data Protection & Customer Information Management in the Age of Big Data, Financial Crime and Cybersecurity Risk, The Age of Artificial Intelligence: Impact & Implications in Financial Services, and Rethinking Business Strategies in Driving the ESG and Sustainability Agenda. In 2024, a total of 439 licensed representatives participated in these courses. Leadership Development We recognise the importance of developing leadership skills of our employees and apply employee talent mapping based on the traits listed below: Ability to drive results Capacity to innovate and respond to change Sound client focus Ethical and risk-conscious mindset Ability to collaborate and build effective relationships Communications skills Kenanga continues to prioritise leadership development as part of its Talent and Succession Management Framework, which ensures a strong talent pipeline to fill key positions across the Group. We have further refined our approach to evaluating talent potential based on ability, commitment and engagement in a more standard and objective manner. Building on the success of previous initiatives, we have expanded our structured coaching programme, which connects experienced employees with emerging talents to foster knowledge transfer, skill development and professional growth. In line with this, the Kenanga Leadership Programme, aimed at offering employees a comprehensive and targeted learning experience to develop their leadership capabilities, remains a cornerstone of our training and development strategy. In 2024, we extended the Kenanga Leadership Programme to include People Managers. The Kenanga Group Sustainability Team hosted its inaugural Sustainability Day on 31 July 2024, a milestone event designed to enhance sustainability awareness and engagement among key stakeholders. The morning session, dedicated to employees, featured a comprehensive overview of ESG trends, highlights of Kenanga’s sustainability progress, and a fireside chat with industry leaders, which provided valuable insights on combating greenwashing. The afternoon session, aimed at Kenanga’s vendors, included a panel discussion on ESG fundamentals and key emerging ESG trends for SMEs. The event concluded with a focus group discussion, fostering dialogue on ESG adoption tailored for our SME vendors and suppliers. Kenanga Launched Its Inaugural Sustainability Day E-learning on Kenanga Learning Management System During the year, Kenanga enhanced its e-learning offerings to ensure the learning needs of all employees are met effectively. The e-learning modules, which are regularly updated, cater to employees at various levels, including new hires, and are designed to provide accessible and relevant training to support ongoing development within the organisation. In addition, Kenanga subscribed to the LinkedIn Learning platform, enabling employees to access curated, competency-based learning paths tailored to their roles and IDPs. This platform also offers a vast library of on-demand courses, fostering a culture of continuous learning across the organisation. e-Learning at Kenanga 2024 Number of Courses Hours Enrolments Cyber Security Awareness Training 14 4,456 9,830 Data Loss Prevention 1 106 53 Business Continuity Management Awareness Training 1 567.5 1,135 9th ARS 1 7,475 1,150 AML/ CFT 20 276 62 Total 37 12,880.5 12,230 Performance Management at Kenanga Kenanga implements its annual performance management process, which requires all employees to develop a Balanced Scorecard at the beginning of the year, following the approval of the Group’s business plan and budget by the Board. Throughout the year, progressive performance reviews are conducted by respective Heads of Departments/ Business Units, culminating in a formal annual appraisal. Three (3) key reviews are implemented: self-appraisal, reviews by immediate superiors and performance moderation or calibration. The results of these appraisals serve as the basis for reward distribution, talent management as well as learning and development. In cases of underperformance, performance improvement plans are implemented. Employee Performance Management in 2024 Total Employees Covered Number of Employees 1,158 % of Workforce 86.9 556 Male 602 Female Covered Employees by Gender EMPOWERING PEOPLE AND COMMUNITIES EMPOWERING PEOPLE AND COMMUNITIES
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