1. PURPOSE

This Policy sets out the framework to promote workforce diversity on Pesona Metro Holdings Berhad and its subsidiaries (“the Group”).

Diversity in this context covers, gender, age, ethnicity, nationality, cultural background and religious belief. Diversity also encompasses the ways people differ in terms of education, life experience, job function, work experience, personality, location, marital status and career responsibilities.

2. POLICY STATEMENT

The Company agrees that diversity brings value and benefits to the Board and the Company. The Company seeks to maintain a Board, Senior Management and workforce comprising talented, experienced and dedicated individuals with a diverse mix of expertise, skills and backgrounds which suits the nature of the business environment in which the Group operates.

In determining the Board and Senior Management composition, the Company would look for individuals possessing the relevant skills, knowledge, industry experience, competencies, functional and management expertise and experience from a range of backgrounds, gender, age, cultural, education, ethnicity and mind-set required that is able to contribute effectively.

When assessing the Board and Senior Management’s composition and performance or when sourcing and identifying suitable candidates, the Company will consider the primary needs of the Board and the Company and the benefits of diversity to determine the optimum mix of skills, knowledge and expertise required for the Board and the Company whilst keeping in mind the strategic and business needs of the Group at the point in time.

The Board shall have at least one (1) women director on Board whilst the Nomination Committee strive to achieve 30% women Director on Board. In order to ensure there is a healthy representation of women in Senior Management, the Board also strive to achieve at least 20% of women participation in Senior Management.

The diversity targets and measures should be assessed annually and the progress should be monitored to determine if they are effective. Where targets are not achieved, plans for improvement should be deliberated and reported to the Board.

The Company will ensure appropriate discloses are made in the Annual Report regarding Board and Senior Management Diversity.

3. REVIEW OF POLICY

The Diversity Policy will be reviewed as and when required and updated in accordance with the needs of the Company and any new regulations. Any revision or amendment to this Policy, shall first be presented to the Board for its approval.

Upon the Board’s approval, the said revision or amendment shall form part of this Policy.

The Diversity Policy was last reviewed by the Board on 30 November 2022.