In 2022, CICT workforce comprised an almost equal proportion of males and females, at a ratio of 43:57. Of the total female employees, about 5% and 2% were in the middle management and senior management (C-suite and key department heads) levels, respectively. Of the nine employees at the seniormanagement level, seven or 78%were female. All the senior management were locals. Job Creation and Employment CICT is committed to providing meaningful jobs and talent mobility where employees are given opportunities to rotate across different job functions, subject to skills/competency requirements and business needs. This is in line with the revised Tripartite Guidelines on Managing Excess Manpower and Responsible Retrenchment issued by the Singapore Ministry of Manpower together with its tripartite partners, Singapore National Employers Federation and the National Trades Union Congress. Subject to business needs and work performance, employees who are able and willing can continue their employment beyond the statutory retirement age of 635. CICT continues to employ these individuals at their last drawn salary if their work scope and responsibilities remain unchanged under its re-employment policy. In 2022, 15 employees aged 62 and above were re-employed. Freedom of Association CICT respects its employee’s right to freedom of association and being members of trade unions. We are guidedby the Industrial RelationsAct that allows the representation of employees by trade unions for collective bargaining, thus providing them with an avenue to seek redress for any industrial disputes. CICT and the unions enjoy a cordial working relationship, promoting positive working conditions and improving productivity for the mutual benefit of employees and the company. About 57% of CICT’s employees were covered by collective agreements in 2022. There were no employee health and safety concerns raised by the union. Talent Management At CICT, we seek innovative, dynamic and talented employees to take the company into its next phase of growth and adopts a multi-pronged approach to manpower planning. To that end, we continuously build our management bench strength through the identification of high potential talent as part of its regular succession planning process. The Board’s Nominating and Remuneration Committee regularly reviews the succession plans for the key positions in the company including the Chief Executive Officer and other key management personnel in CICT. On an annual basis, CICT identifies and reviews suitably qualified candidates from within and outside of the Group who could be considered for key positions when the immediate, medium, and long-term need arises. Leveraging the People Analytics Tool (PAT) which CLI implemented in late-2018, CICT can make better workforce plans based on insights into employee demographics, talent identification, promotion and transfer anomalies, employee performance, hiring and predictive attrition. Positive Work Environment CICT is committed to providing a positive and vibrant workplace that promotes personal development, employee’s good health and wellbeing, and fulfilling careers. Initiatives catered to it include a flexible medical and benefits plan, flexible work arrangements and employee engagement initiatives. Part-time employees are also entitled to the same benefits on a pro-rata basis. We leverage CLI’s robust performance management system to ensure that all employees receive regular performance and career development reviews. Eligible employees are entitled to parental leave. In 2022, 12 female employees took maternity leave and nine returned to work in the same year. This represented a return to work rate of 75%. Eight male employees took paternity leave in 2022. There were 16 female and 10 male employees who returned to work in the year after their parental leave ended and are still employed 12 months after their return. This translated to an employee retention rate of 67%. CLI also provides Family Event Leave and Childcare Leave for employees to care for their loved ones, including children, spouses, parents, parents-inlaw, or siblings. About 60% of employees have been with the Trust for five years or longer. The company also interviews resigning employees as part of its continuing efforts to improve its retention policies and initiatives. Fair Remuneration All employees have signed employment contracts with the key employment terms and conditions 5 Retirement age is 63 years old with effect from 1 July 2022. Integrated Sustainability Report 2022 61
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