Social Engaging Our Stakeholders Our Employees Employee Educational Profile 44% Bachelor's Degree 5% Master's Degree/ Post-Graduate 2% Others 31% GCE O Level/ Industrial 18% Diploma/ GCE A Level Having a vibrant, motivated, and qualified workforce has provided CICT with a competitive edge. In 2024, approximately 62% of employees were aged between 30 to 50, while 49% of the workforce held tertiary qualifications, including Bachelor’s, Master’s, or Postgraduate degrees. The Human Resource team continued to offer diversity, equity, and inclusion trainings covering topics such as managing unconscious or implicit bias at the workplace, understanding and appreciating multiculturalism, and harnessing the benefits of a diverse workforce. Exit interviews are conducted with resigning employees as part of the continuing efforts to improve the Trust’s retention policies and initiatives. New Hires by Gender New Hires by Age 72% Female 28% Male 56% 30-50 years old 3% <30 years old 41% >50 years old CICT has a performance-oriented work culture that values diversity and teamwork, aligning with CLI’s commitment to being a workplace of choice. In 2024, approximately 68% of CICT’s workforce were from the Chinese ethnic group. Given that the majority of CICT’s operations are in Singapore, the workforce composition aligns with the country’s demographic profile. As at end-June 20242, 74% of Singapore residents were Chinese, while the remaining 26% comprised Malays, Indians, and other minority ethnic groups. In 2024, new hires comprised 13% of the total workforce, with the majority between 30 and 50 years old. The gender distribution of these new hires was 72% female and 28% male. BUILDING A GENDER-EQUITABLE WORKPLACE There continues to be strong female representation in the management and senior management levels. In 2024, women held approximately 53% of management roles. At the senior management level, women held approximately 50% of positions. CICT rewards employees fairly based on merit, ability, and experience for comparable roles across its 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. In the 2024 benchmarking exercise, no major pay gap was found3. Employee Seniority Profile 34% Executive 34% Non-Executive 32% Management 53% Female 47% Male 65% Female 35% Male 38% Female 62% Male 2 Based on the latest information from the Department of Statistics Singapore as at 31 January 2025. 3 We benchmarked the gender pay gap using the 12% average gender pay gap in 2023 by the Organisation for Economic Co-operation and Development (OECD) which covers more than 140 countries including Europe, where CICT has a presence. The average gender pay gap for CICT is about 6% in favour of males at non-executive; less than 1% in favour of males at executive levels, and less than 5% in favour of males at management and above levels. 48 CapitaLand Integrated Commercial Trust
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