Human Rights CLI hasaSocial Charterwhich sets out commitments to support the preservation of human dignity and self-respect of every individual, covering topics on human rights, child labour, forced labour, human trafficking, code of conduct, diversity and inclusion, and healthy work-life balance. Other human rights related policies such as grievance handling and harassment policies have been put in place. Applicable to all CLI employees, the Social Charter guides the company towards ensuring a supportive and respectful environment for individuals across all aspects of CLI’s business and operations. Anti-Child Labour and Anti-Forced Labour CapitaLand is a signatory of the United Nations Global Compact (UNGC) and CICT is aligned with its commitment to the 10principles in theareas ofhuman rights, labour, environment and anti-corruption. These 10 Principles of the UNGC are derived from the Universal Declaration of Human Rights, the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work, the Rio Declaration on Environment and Development, and the United Nations Convention against Corruption. CapitaLand signed the Employers Pledge for Fair Employment Practices with the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP)2 and is committed to the five key principles of fair employment of: • Recruit and select staff based on merit, such as skills, experience or ability to perform the job, and regardless of age, race, gender, religion, marital status and family responsibilities, or disability • Treat staff fairly and with respect and implement progressive human resource management systems. • Provide staff with equal opportunities for training and development based on their strengths and needs, to help them achieve their full potential. • Reward staff fairly based on their ability, performance, contribution and experience. • Abide by labour laws and adopt Tripartite Guidelines which promote fair employment practices. In 2022, no incidents related to discrimination, child labour or forced labour were reported. Diversity, Equity and Inclusion CICT embraces diversity, equity and inclusivity regardless of age, religion, gender, race, nationality and family status. We believe employees can significantly contribute based on their talent, expertise and experience. Having a diverse mix of employees is also a target in CapitaLand’s 2030 Sustainability Master Plan. CICT identifies talent internally and externally to build bench strength and talent pipeline for leadership succession planning. Talent recruitment is via a network of local and overseas universities. CapitaLand has an ongoing Graduate Development Programme (GDP) that nurtures promising young graduates with less than two years of working experience. The programme offers a holistic structure with prospects for personal growth and development, with a comprehensive learning roadmap through job rotations within the group. Apart from fresh graduates, CLI also employs experienced and mid-career professionals as well as industry veterans. New hires represented 17% of the total headcount in 2022. CICT’s vibrant, motivated, and qualified workforce had over 65% aged 30 to 50 in 2022. About 54% of the workforce possessed tertiary qualifications (Bachelor’s Degree, Master’s Degree/ Postgraduate). In 2022, the human resource team continued to organise talks on diversity, equity, and inclusivity, which included talks and training on ways to manage unconscious or implicit bias at the workplace, understand and appreciate multiculturalism, and harness the benefits of a multigenerational workforce. CICT has a performance-oriented work culture that values diversity and teamwork while upholding CapitaLand’s commitment to being a workplace of choice. In 2022, 73% of CICT’s workforce consisted of Chinese while the rest were minority groups (including Malays, Indians and other ethnicity groups). This is in line with the ethnicity profile of Singapore’s residents as at end-June 2022 with Chinese residents accounting for 74%3. Gender Diversity and Pay Parity CICT rewards employees fairly based on merit, ability, and experience for comparable roles across the organisation’s hierarchy. Its incentive system focuses on performance and is gender-agnostic. Employee pay is benchmarked against the market based on job roles using gender-neutral pay surveys provided by independent remuneration consultants. For the 2022 exercise, no major pay gap was found4. 2 TAFEP was formed in May 2006 to promote non-discriminatory employment practices and to shift mindset among employers, staff and the general public towards fair and progressive employment practices for all workers in Singapore. Members include employer representatives, union leaders and government officials. 3 Based on information from Department of Statistics Singapore, retrieved on 17 February 2022. 4 The average gender pay gap (comparison is for base salary and other cash incentives) is about 5% in favour of females at non-executive and executive levels, and 1% in favour of males at management and above levels. CapitaLand Integrated Commercial Trust 60 Stakeholders and Communities Our Employees
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