CapitaLand Integrated Commercial Trust - Annual Report 2021

Talent Management Innovative, dynamic and talented individuals with the right experience levels are actively sought to support CICT’s growth. We manage this aspect by developing internal talents and recruiting external talents from entry-level graduates to mid-career professionals and industry veterans across different career stages. As part of succession planning, we identify high-potential talents and develop them to build our management bench strength. Attracting Talent The Group has an ongoing Graduate Development Programme (GDP) which nurtures promising young graduates for future leadership positions within CapitaLand. The programme offers a holistic structure with prospects for personal growth and development, with a comprehensive learning roadmap through job rotations within the Group. Learning and Development Employees are provided appropriate training to have the knowledge and expertise to contribute effectively to the Trust’s performance. Employees’ training and development needs are discussed at the annual performance reviews with their immediate superior and updated throughout the year. CapitaLand channels up to 3% of its annual wage bill towards learning and development programmes for employees. Employees can participate in certified skills training programmes, personal development courses, and industry seminars and conferences. Eligible employees may apply for a maximum of 10 days of paid leave annually for examinations supported by the company. Almost all employees completed at least one learning session during the year. The average number of training hours per employee was 17.2 hours in 2021. The average training hours per female and male employees are 16.7 hours and 17.8 hours respectively. Digital learning modules were also available for employees to pick up skills and knowledge while working from home. In 2021, 52.5% of employees participated in digital learning, clocking a total 1,036 of digital training hours. CICT’s employees who are also licensed representatives under Monetary Authority of Singapore (MAS) recorded 31.4 training hours per employee, which was above the minimum requirement by MAS. EMPLOYEE WELL-BEING Mental Health Care Guide CapitaLand’s Mental Health Care Guide was launched as part of efforts to build a supportive work environment. This online resource informs employees on the different aspects of mental health, contains details on upcoming events, offers suggestions for improving mental wellness, and allows users to test their mental age through games. An internal network of Mental Wellness Ambassadors (MWAs) and contact details for external agencies are listed in the site for employees to access ready support. In conjunctionwithWorldMental HealthDay 2021 on 10 October 2021, CapitaLand called for greater access to mental health services by promoting the theme ‘Mental Health in an Unequal World’ . Employees were encouraged to take five minutes (‘TAKE 5’) to learn more about mental health, or practise small acts of self-care in their daily lives that could have a significant impact on their well- being. They could also sign up for various talks and learn to prioritise their routines and activities for improved mental health. To provide employees with professional mental health support, CapitaLand has an 24/7 Employee Assistance Hotline where they can speak confidentially to a trained counsellor. Employee Survey To solicit feedback following the successful restructuring of CapitaLand Investment, a pulse survey was conducted at the end of 2021 to gauge the well-being of employees. CapitaLand Integrated Commercial Trust 168 Stakeholders and Communities