CAHYA MATA SARAWAK SUSTAINABILITY REPORT 2015

25 CAHYA MATA SARAWAK SUSTAINABILITY REPORT 2015 Social: Labour Practices and Decent Work At CMS, we strive to combine the best of two environments: the warmth and companionship of a family environment with the professionalism of a well-run meritocratic listed company. Our employment practices are underpinned by the principles of fair treatment for our employees and a balance between performance, pay and participation. This is evident by our Group’s relatively low turnover rate (as per the table below) for the last three years. Employee Turnover Rates Turnover 2013 2014 2015 Total Turnover (%) 6.80% 6.20% 5.50% Turnover by Gender (No. of Employees) Female 22 26 27 Male 122 114 103 Total 144 140 130 We have clear policies and processes in place to ensure that candidates are recruited and assessed on merit and rewarded based on their individual Key Performance Indicator (KPI) performance. Employment Practices We strive to be an employer of choice in Sarawak by creating an environment that motivates our staff. We help them realise their full potential even as they embrace and live out our values. Local Hiring We believe in prioritising the hiring of Sarawakians to boost local economic growth and create jobs. If we are unable to recruit locally, other Malaysians are considered before we look further afield. For example, 100% of our Construction Materials & Trading Division and Samalaju Development Division’s Senior Management are hired from the local community. We strive to create opportunities for Sarawakians to develop their skills and enjoy a rewarding career. Notice Period for Operational Change We pay particular attention to providing appropriate notice periods in the event of a significant operational change. This also depends on the type of operational change being made. Where the operational change involves transfer or secondment to another location, the employee is given reasonable notice before he or she is required to move. Grievances Grievances are defined as a complaint by an employee that is not satisfactorily settled once brought to their immediate superior’s or supervisor’s attention. We have a formalised procedure to handle grievances transparently and fairly. Sexual Harassment Employees are forbidden from making sexual gestures or requesting sexual favours which contain implied or overt promises of either preferential or detrimental treatment. Employees must not subject any other staff to any written or spoken language, or visual material of a sexual nature or with sexual connotations. We have formalised guidelines to handle sexual harassment complaints. Diversity and Equal Opportunity At CMS, we are proud of our Sarawakian heritage and culture. Sarawak is home to more than 40 sub-ethnic groups, each with its own distinct language, culture and lifestyle. Due to our multi-cultural and close-knit upbringing, most Sarawakians graciously accept religious, cultural and other differences. In today’s modern world, we believe Sarawak is the epitome of a tolerant and moderate society. Therefore, when it comes to embracing a diversified workforce, this ‘comes quite naturally’ to us at CMS. We are able to inculcate a work culture that values the unique perspectives and contributions of every employee, and in doing so ensure that we attract and retain a talented and diverse workforce that contributes to the Group’s success. Sarawak is home to more than 40 sub-ethnic groups, each with its own distinct language, culture and lifestyle.