Environment, Health and Safety (EHS) (Con’t) The Group is committed to be a socially and environmentally responsible organisation that advocates for a ‘Safe and Green’ corporate culture. In this regard, it is paramount that the Group maintains high environment, health and safety standards across the Group. g) Practising responsible supply chain sourcing as part of our commitment to reduce the Group’s EHS risks with preference for ISO and bizSAFE certified vendors/suppliers and regular interactions within our supply chain through EHS knowledge sharing seminars and engaging initiatives. h) Cultivating a proactive and strong EHS-centric culture amongst internal and external stakeholders through trainings, workshops and seminars covering EHS topics including mental health promotion. i) Establishing regular updates through open communication and feedback channels to ensure stakeholders are empowered to advocate and adopt EHS best practices. j) Ensuring accountability through quarterly reporting to the Board on EHS performance and practices, with EHS KPIs tied to renumeration. k) Conducting quarterly reviews of legal requirements, along with an annual compliance evaluation with these requirements. We identify opportunities and improvements by: • Enhancing a positive reputation and building a strong track record as a competitive advantage for the Group. Human Capital As we seek new avenues of growth, a key differentiator, alongside access to innovation, will be the ability to attract and retain talent, including new skills and capabilities. The loss of key executives or the inability to attract or retain the right people, could materially and adversely affect our business in the medium to long-term. We manage this risk by: a) Benchmarking and reviewing the competitiveness of our remuneration package on a periodic basis. b) Investing in human capital development of our existing workforce, as well as current and emerging capabilities through professional hires and targeted recruitment. c) Setting up an Enterprise Innovation Committee (EIC) to promote cross-department engagement, empowering employees to be innovative and share their ideas through in-house programmes to yield a capable and more agile workforce in support of business goals. d) Conducting Employee Engagement Surveys, to help enhance existing policies, better address employee concerns, and introduce targeted initiatives to make CDL a better workplace. e) Rolling out leadership development programmes to groom talent and establish succession planning for key positions. We identify opportunities and improvements by: • Offering competitive and flexible benefits scheme which allows optimised, tailored and cost effective benefit packages, and aligning benefits with employee preferences and needs. ANNUAL REPORT 2024 CORPORATE GOVERNANCE 41
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