Kenanga-Sustainability-Report-2022

74 75 Environmental Stewardship About This Report Who We Are Progressing Towards A Sustainable Future Managing Our Sustainability Risks Good Governance Sustainable Economic Growth Empowering People and Communities KENANGA INVESTMENT BANK BERHAD Sustainability Report 2022 Awards and Recognitions GRI Content Index ESG Performance Data Building Awareness on Sexual Harrassment Our guideline on Preventing and Eradicating Sexual Harassment in the Workplace Procedure in 2016 aims to guide, monitor and ensure that we prevent any instances related to sexual harassment at workplace. We are currently reviewing the guideline in line with the revision of Employment Act 1955. Further to this, the procedure will be communicated to employees in 2023. As required by law, our Notice on Sexual Harassment has been communicated and information related to the topic was disseminated to all our employees to create awareness in 2022. We also plan to ensure Head of Departments are trained by legal professionals on how to handle sexual harassments reported. This programme is targeted to be rolled out in 2023 as part of our efforts to ensure a safe and harmonious working environment. In 2022, we established a partnership with Naluri, an organisation that offers integrated digital care solutions combining support for both physical and mental health. Naluri offers a variety of services that take a multidisciplinary approach to address all interconnected aspects of wellbeing, such as physical wellness, workplace performance, financial wellness and mental wellness. Seven (7) mental wellness awareness sessions were carried out at Kenanga to employees. We recorded a total of 1,037.5 training hours in 2022 and participation from 688 employees for all the sessions. The purpose of these sessions was to foster open discussions that are vital for diminishing the stigma associated with mental health and promoting a supportive culture that fosters a healthy and productive workforce. Through the mental health awareness programme, we also encourage our employees to seek guidance on emotional wellness aspects, when required. MENTAL WELLNESS PROGRAMMES AND COLLABORATION WITH NALURI “In recent years, discussions about the importance of mental health have increased recognition, which has helped to reduce the negative stigma associated with mental illness. This has likely had a positive impact on individuals who may have been hesitant to seek help due to societal pressure or a lack of knowledge. By fostering open discussions and educating people on mental health, more individuals may feel at ease to seek the support they need, leading to enhanced overall health and wellbeing. I appreciate Kenanga’s efforts in organising these kinds of programmes.” SOFFIAH IDRUS Vice President, Credit Equity Broking, Kenanga Investment Bank Berhad WHY IT MATTERS We understand that an agile and engaged workforce is critical to our organisation’s long-term success. Kenanga is committed to investing in our people while also providing technical, professional, and personal development opportunities. In doing so, we hope to provide our employees with the knowledge and skills they need to succeed in their careers. OUR APPROACH Fair Recruitment At Kenanga, we are dedicated to upholding impartial and unbiased recruitment processes. To accomplish this, we follow our Group’s Recruitment and Staffing Management Procedure as a framework. Furthermore, we employ a Malaysian-first approach in our hiring strategy to provide abundant prospects for local talent to join our team. TALENT ATTRACTION, DEVELOPMENT & MANAGEMENT [GRI 401,404] EMPOWERING PEOPLE AND COMMUNITIES EMPOWERING PEOPLE AND COMMUNITIES HEAR FROM OUR PARTICIPANT Female Male New Hire New Hire By Gender New Hire By Age 54.1% 45.9% 55.3% 44.7% Total Number of New Hires in 2022 209 (15.4%) 2022 2022 Total Number of New Hires in 2021 282 (20.2%) 2021 2021 <30 40-50 30-39 >50 67.4% 18.8% 9.6% 4.3% 50.7% 32.1% 12.9% 4.3%

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