Board Diversity Policy
This Policy pursues to record, more formally, the Company's
policy on Board diversity and to recognise the recommendation of the Malaysian Code on Corporate Governance 2017.
Principles and Objectives
The Group strictly adheres to the practice of non-discrimination of any form, whether based
on race, age, religion and gender throughout the organisation, which includes the selection of
Board members. The Board encourages a dynamic and diverse composition of members by nurturing
suitable and potential candidates equipped with competency, skills, experience, good character,
time commitment, integrity and other qualities in meeting the future needs of the Company.
The objectives of this Policy are to have a Board which:
- is characterised by a broad range of viewpoints rather than just diversity in skills and
experience; diversity in viewpoints would exist if there are diversity in gender, nationality,
age, culture and socio-economic backgrounds; and
- has sustainable development as its core value, thus promoting the interests of all our
stakeholders, particularly the long term interests of our shareholders, fairly and effectively.
Scope & Policies
The Board considers that the concept of diversity incorporates a number of different aspects,
such as professional experiences, business experiences, skills, knowledge, gender, age, ethnicity
and educational background.
- Board Mix
The Board shall include a balanced composition of Executive, Non-executive and Independent Non-executive
Directors to promote a strong element of independences in the Board. The Independent Non-executive
Directors shall be of sufficient calibre and standing, for their views to carry weight.
- Skills and Experience
The Board shall possess a balance of appropriate skills for the requirements of the business of
the Company. The Directors shall have a mix of financial, legal, management and other backgrounds
which when working in synergy, could provide the Company with considerable experience in a wide
range of activities.
The Board takes cognisant of the recommendation of the Malaysian Government to have at least 30%
women as decision makers in corporate sector. The Company shall endeavour to increase female
representation on the Board if there are appropriate candidates available when Board vacancies arise.
The Company aspires to have a board of directors of different nationality or ethnic backgrounds who can
contribute their knowledge and understanding of the business, industry and environment.
The Board is fully committed to promote age diversity, valuing the contribution of its members
regardless of age, and seeks to eliminate age stereotyping and discrimination.
This Diversity Policy framework for the Group is aimed towards achieving the following objectives:
1. Selection of candidates will be based on a range of diversity perspectives, including but not
limited to, professional experiences, business experiences, skills, knowledge, gender, age, ethnicity
and educational background. The ultimate decision will be based on merit and contributions that the
selected candidates will bring to the Board. The Board’s composition (including gender, ethnicity and age)
will be disclosed in the Annual Report annually.
2. The Board acknowledges the importance of promoting gender diversity. Hence, the normal selection
criteria based on an effective blend of competencies, skills, extensive experience and knowledge to
strengthen the Board remains a priority.
Monitoring and Reporting
1. Pursuant to the Term of Reference of the Nomination and Remuneration Committee ("NRC"),
NRC is (among other things) responsible for:
- reviewing, recommending and considering candidates to the Board and committees of the Board;
- assessing the effectiveness of the Board as a whole, the committees of the Board and the
contribution of each individual Directors on an on-going basis; and
- assessing the balance of the Board membership and determining the core competencies and skills
required for the Board.
2. The NRC shall report to the Board on:
- initiatives undertaken by the Board in relation to board Diversity and to achieve the Measurable
- progress in achieving the Measurable Objectives; and
- recommendations regarding Measurable Objectives.
3. The Board shall, at least annually, assess:
- Measurable Objectives; and
- the progress in achieving the Measurable Objectives.
4. The Board will ensure that appropriate disclosures are made in the Annual Report
regarding Board Diversity.