DIVERSITY, EQUITY AND INCLUSION Our Approach GRI 3-3, 2-7, 2-29, 404-3 Our employees are at the heart of driving sustainable operations and successful business performance. We recognise the importance of creating a workplace environment that values diverse perspectives and experiences, allowing all employees to feel respected and empowered. Our commitment is embedded in our Code of Business Conduct and the Group’s Diversity and Inclusion Policy and aligned with the Group’s DEI Framework, comprising four key equity areas: gender equity, generation equity, cultural equity and ability equity. GENDER EQUITY Continue to advance women at the workplace, enable flexible working arrangements and support all families CULTURAL EQUITY Promote a positive environment where employees can deliver their best regardless of race, ethnicity or sexual orientation GENERATION EQUITY Develop strategies and support for an age-diverse workforce, rethink learning and development for long-life learning ABILITY EQUITY Develop awareness and understanding of recruiting and employing talent with disabilities, provide solutions at properties for inclusive spaces We are also a signatory of Singapore’s TAFEP, underscoring our commitment to abide by all labour laws and implementing fair and progressive employment practices. This commitment begins with recruitment, where job opportunities are offered based on merit, regardless of age, race, gender, religion, marital status or disability. We implement an open and transparent appraisal process through our yearly performance evaluation. This process not only provides employees with valuable insights into their career growth but also offers FHT opportunities for improvement. Our performance evaluation system is closely tied to our reward structure, which is rooted in meritocracy, ensuring that employees are recognised and incentivised based on their achievements and contributions. All staff eligible for incentives receive a performance and career development review. We engage our employees through other platforms such as the biennial Group Culture Survey and Interim Pulse Surveys. Insights from the surveys are reviewed and translated into actionable plans aimed at enhancing our workplace culture. While FHT remains committed to upholding our policy commitments throughout our operations, we acknowledge that there may be gaps that needs to be addressed. Our employees are empowered to report any incidents of discrimination or harassment through our established whistle-blowing channels. All reported incidents undergo thorough investigation, with findings communicated back to the ARCC to ensure accountability and transparency. For more information on our Whistle-blowing policy and how we handle reported incidences, please refer to the section on Risk-Based Management. Our Actions and Progress GRI 2-7, 401-1, 404-3, 405-1 We continue to monitor indicators of engagement and diversity within our workforce. In FY2024, the REIT Manager employs 16 individuals, all of whom are permanent employees. They comprise around 56% females and 44% males, with women representing 20% of management roles. Our workforce is also diversified across various age groups, with 75% of employees aged between 30 and 50, 6% under 30 and 19% above 50. These figures are based on headcount at the end of the reporting period. There were no significant fluctuations in the number of employees during this time. ESG Report 2024 21
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