Environment, Health and Safety (EHS) Operational disruptions, reputational damage and regulatory penalties arising from EHS lapses, causing budget escalations and potentially hindering the Group’s ability to secure future Government Land Sales (GLS) tenders. • Maintain strong EHS commitment through the Board, ExCo and Senior Management leadership. • Establish an EHS Executive Committee to ensure worker engagement, adequate resourcing, and regular monitoring of EHS performance. • Maintain an integrated ISO 14001 and ISO 45001 Environmental, Health and Safety Management System (EHSMS) across all key operations, with hotel policies aligned to best practice accredited systems. • Put in place an EHS internal audit system to ensure EHSMS complies with standards. • Monitor contractors’ onsite EHS performance through an audit tool – CDL 5-Star EHS Assessment System. • Maintain robust EHS practices for the Group’s managed assets. • Practise responsible supply chain sourcing with preference for ISO and bizSAFE certified vendors/ suppliers and EHS engagement initiatives. • Cultivate a strong EHS-centric culture through training, workshops and seminars. • Establish regular updates through open communication and feedback channels. • Ensure accountability through periodic Board reporting KPI-linked remuneration. • Review legal requirements quarterly and conduct annual compliance evaluation. • Conduct regular Gemba Walks led by ExCo and Senior Management to improve EHS communications and consultation with employees. • Implement an open reporting system for employees to obtain direct feedback on EHS matters. For more information on EHS, please refer to the Group’s Strategic Management of Material ESG Issues. Human Capital Capability gaps and execution risks resulting from the inability to attract or retain key talent, potentially leading to hindered innovation, project delivery delays, and a loss of competitive advantage in the local market. • Conduct periodic remuneration benchmarking to remain competitive while building core and emerging capabilities through targeted recruitment. • Invest in workforce upskilling and leadership development programmes to groom talent and establish succession planning for key positions. • Established an Enterprise Innovation Committee (EIC) to foster cross-departmental collaboration and empower an agile, innovative and capable workforce. • Conduct regular Employee Engagement surveys to address employee concerns, refine policies, and introduce targeted initiatives for a better workplace. Data Privacy Inadequate data privacy controls may lead to regulatory action, financial penalties, legal exposure, erosion of customer trust, and reputational harm. • Adopt a pragmatic “Data-light, Data-tight” approach in the Group’s business conduct and a risk-based approach to data protection. • Conduct training to promote awareness and good data protection principles and practices. • Ensure compliance with data protection requirements by the Group’s data processors. For more information on personal data management, please refer to the Group’s Group Data Privacy Policy. ANNUAL REPORT 2025 | 67
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