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CapitaLand Mall Trust
Annual Report 2015
People & Talent Management
Engaging Our People
We believe it is important to integrate and engage staff
across Singapore through regular communication.
Staff communication sessions by senior management
are conducted at least twice a year. During these staff
communication sessions, information on financial
results and key business focus are shared with
employees. These sessions include a question and
answer session, where employees can ask questions
and management seeks to gather responses
from them. In 2015, we also conducted an employee
engagement survey to receive feedback from staff.
CapitaLand’s intranet is a valuable platform for
employees to find out the details of employment terms,
benefits, human resource policies and practices
including the whistle-blowing policy, as well as ethics
and code of business conduct policies.
We regularly organise recreational, team building
events and brainstorming workshops to reinforce
organisational cohesiveness as part of our concerted
efforts to engage our workforce. In 2015, activities
such as complimentary health screenings, free flu
vaccinations and health-related activities were
organised to encourage a well-balanced and healthy
lifestyle among employees. Recreational activities
included a movie day, a durian feast, a bowling
challenge and an annual party. In celebration of
SG50, CapitaLand held a carnival ‘CapitaLand
#100KHopeHours Challenge & Family Day’ at Raffles
City Singapore in which our employees attended and
pledged volunteer hours for this initiative. In addition,
all staff were granted a day-off.
We supported annual national campaign ‘Eat with
Your Family Day’ in May 2015 by giving employees
time off to leave offices early to dine with their families.
We dedicated two days in November 2015 as CMA
Singapore Technician Day where technicians took part
in a mini quiz to test their understanding of technical
knowledge related to their work. In addition, the
technicians bonded over friendly soccer matches and
billiard games.
To provide our employees with a better work-life
balance, we have a flexible work arrangement policy
which permits flexible working hours, working from
home or part-time work arrangements.
Promoting Fairness and Diversity
We define our human resource policy on equal
opportunities and fair employment practices and all
job applicants are treated fairly regardless of ethnicity,
age or gender. As part of the CapitaLand Group,
we adhere to the group’s policies on non-discriminatory
employment practices. CapitaLand has signed the
Employers Pledge for Fair Employment Practices with
The Tripartite Alliance for Fair Employment Practices
and also upholds the spirit of international human
rights conventions, such as the Universal Declaration
of Human Rights and the International Labour
Organisation Conventions, against discrimination in
any form and coerced labour.
In 2015, 64.5% of our workforce was between the
age of 30 and 50, 21.7% less than 30 years old and
13.8% more than 50 years old. About 63.1% of the
employees hold tertiary qualifications and above (this
includes holders of diploma as well as bachelor’s and
master’s degree qualifications).
Our workforce comprises a good mix of male and
female employees. The female employees are well
represented at the middle and senior management
levels. For the past three years, more than half of
the managerial employees were female. In 2015,
about 58.3% of senior management, comprising those
at Vice President level and above, were female.
