68 ABOUT THIS REPORT WE ARE KENANGA LEADERSHIP STATEMENTS SUSTAINABILITY AT KENANGA KENANGA INVESTMENT BANK BERHAD SUSTAINABILITY REPORT 2023 Our Policy on Ethical Human Resource Practices We ensure our human resource operations are following the applicable employment and labour laws and regulations of Malaysia, including adhering to the set minimum wage and ensuring its continued compliance, with local laws on working hours. Our commitment to these standards is reflected in our Group’s Code of Ethics and Conduct for Employees. OUR APPROACH Group Code of Ethics and Conduct for Employees Learning and Development Policy Group Disciplinary Policy Group Policy on Recruitment and Staffing Management Flexible Work Arrangement Policy Compensation and Benefits Policy Group Performance Management Policy Zero Tolerance of Human Rights Violation As signatory to the UNGC, we adopt the human rights and labour principles as outlined in the UN Global Compact’s Ten Principles and placed importance to continue improving workplace diversity, providing equal opportunities and reducing discrimination, including those based on race, religion, gender, age, disability or nationality. At Kenanga, we have zero tolerance for any violation of human rights, including forced and compulsory labour, child labour, discrimination and harassment at our workplace. Additionally, our hiring procedures abide by the local laws in establishing the minimum age for employment. Communication on Human Rights for Employees In our efforts to ensure our employees are aware of their rights, all newly onboarded employees are required to undertake a 10-minute self-directed learning module on employee rights, which is facilitated through our Learning Management System (“LMS”), an internal learning platform. In 2023, a total of 158 enrolments were recorded for this module. Furthermore, the Group Disciplinary Policy includes guidelines to address employee misconduct. This policy outlines the procedures for handling employee grievances related to their employment. Through this platform, employees are provided with the means to express their concerns regarding employment-related matters, with the assurance that these concerns will be addressed by the relevant parties within a specified timeframe. To heighten awareness on issues such as office bullying, harassment and discrimination in the workplace, we executed the following initiatives during the year: In 2023, there were zero grievances or incidents reported related to harassment, bullying or discrimination. EMPOWERING PEOPLE AND COMMUNITIES Revision of the “Preventing and Eradicating Sexual Harassment in the Workplace Policy and Procedure – Issue 2 191016”. This has resulted in the creation of two (2) distinct documents – “Preventing and Eradicating Sexual Harassment Policy” and “Preventing and Eradicating Sexual Harassment Procedure” Employees are given constant reminders on sexual harassment and its risks through our internal electronic platform Training on sexual harassment and anti-bullying was conducted by an external legal counsel on November 2023, which we intend to continuously conduct in the coming years Incorporation of discrimination as per Section 69F of the Employment Act 1955 (Amendment 2020) which has been underscored further in initiatives such as the revision of our Whistleblowing Policy to a more comprehensive Speak Up Policy, aimed at preventing discrimination and unethical practices in the workplace.
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