Key Employee Engagement Programmes and Initiatives in 2022 Employee Engagement Survey The employee engagement survey is a platform for all CLI employees to share their thoughts and feedback about working in the organisation. The resultswere aggregated to understand employees' perceptions of their work environment and identify areas for improvement. With a participation rate of 91%, the survey garnered an employee engagement score of 83%. 360 Degree Feedback Survey In developing a strong leadership culture, the 360 Degree Feedback Survey was launched in 2020 to equip CLI leaders with deeper perspectives of their strengths and development areas from employees’ constructive feedback. To ensure that leaders possess the skills and competencies to lead effectively, a new CLI Leadership Feedback Survey was conducted in 2022, with questions focusing on leadership competencies set out in the CapitaLand Leadership Model. Voice of Employees The Voice of Employees is a pilot initiative to create an additional listening and feedback platform to gather ideas, views and/or suggestions to improve employees' experience. Employeesmay feedback on systems, processes, culture or benefits, amongst others, so that areas for improvement can be identified and changes can be made to benefit both employees and the organisation as a whole. The Ambassador Programme The Ambassador Programme is an initiative launched in 2022 for the REIT management to understand the needs and experiences of employees. The Ambassadors were chosen from the employee pool and trained to offer support and guidance to colleagues, act as a sounding board for concerns or ideas, and facilitate communication between management and employees. Coffee and Learn Coffee and Learn is an initiative that aims to connect employees with the leaders/ team leads working in different functions within the Listed Funds family. Through these informal sessions, employees were given the opportunity to seek personal and professional advice from mentors, helping them to navigate their career paths, manage challenges, and gain valuable knowledge and skills. Fireside Chat Three fireside chat sessions were conducted in 2022 for employees from Listed Funds and Retail & Workspace group to network and share ideas with no specific agenda for discussion. These sessions enabled the senior leaders to get to know the employees in an informal setting and understand what their needs and expectations were. Employee Well-being We aim to provide a work environment that is safe and contributes to the well-being of employees. CapitaLand implemented a Total Well-Being Programme, which included an annual free onsite health screening in Singapore. Financial assistance, employee assistance programmes, and healthcare hotlines are in place to provide support for employees when needed. In addition, workout sessions, financial and retirement planning talks and personal grooming workshops were organised for employees in 2022. Community Engagement and Volunteerism To encourage volunteerism as an integral part of building a caring and inclusive community, CapitaLand employees are granted Volunteer Service Leave (VSL) of up to three days. As part of our efforts to recognise and acknowledge employees' social contribution as volunteers, CapitaLand Hope Foundation, the philanthropic arm of CapitaLand Group, donates to support charitable and environmental programmes of the employee's choice if the employee has taken all three days of VSL within the year. In 2022, 27% of CICT employees volunteered generously towards community and social causes, putting in more than 1,860 volunteer hours. The commitment level varies with the number of activities held each year, the time involved for each event, and when. CapitaLand Integrated Commercial Trust 64 Stakeholders and Communities Our Employees
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