92 CSE Global Limited 2024 SUSTAINABILITY REPORT 7.2.2 FAIR EMPLOYMENT PRACTICES To attract and retain talent, we uphold fair employment practices guided by our HR management principles, policies, and Recruitment Procedure. These cover key areas such as remuneration, benefits, health and safety, career development, and training. As our business operations span different geographic locations and comprise employees from a diverse range of backgrounds, the HR policies implemented consider prevailing laws and regulations as well as local culture, norms, and racial sensitivity of each location. For example, our Singapore office is guided by the Tripartite Guidelines on Fair Employment Practices (“TGFEP”), which outlines fair and merit-based employment practices which must be adhered to. In FY2024, zero cases of discrimination were reported. All HR policies are communicated to our employees annually through our Employee Handbook, which is regularly reviewed by our Management. Additionally, we also gather feedback from our employees to ensure that concerns are addressed effectively. 7.2.3 EMPLOYEE ENGAGEMENT AND FEEDBACK We engage employees through targeted communication sessions tailored to different roles to ensure our employees understand CSE Global’s objectives and purpose. We establish employee objective setting, performance reviews as well as exit interviews in the case of resignations, to better understand the concerns of our employees and gather feedback, which aids in the improvement of overall management and operation of the organisation. Additionally, our employees have access to dedicated feedback channels for health and safety, and compliance issues, overseen by functional leaders. Our leaders and managers of the specific business and function have oversight of the feedback channels. Additionally, a reporting and escalation channel has also been established for any feedback which requires the attention of higher management. 7.2.4 EMPLOYEE BENEFITS AND WELL-BEING Benefits such as parental leave and compassion leaves are provided to our employees in addition to the statutory benefits outlined by the respective local statutory manpower legislation for countries we have operations in. Our HR policies align with local pension and healthcare laws. For example, in Singapore we participate in the Central Provident Fund (“CPF”) personal savings scheme, a compulsory comprehensive savings and pension plan for working Singaporeans and permanent residents to fund retirement, healthcare needs, and home ownership. We prioritise the well-being of our employees, and view our productive, engaged, and healthy workforce as one of the biggest contributing factors to the success of our businesses. We adopt flexible work arrangements and offer our employees various programmes to promote health and wellness. For example, our operations in Australia have implemented a Wellbeing Strategy to increase staff engagement as well as mental and physical well-being of our employees. This includes the implementation of initiatives such as excellence awards, monthly well-being workshops and complimentary fresh fruits available at all offices. 7.2.5 HUMAN RIGHTS We strive to safeguard the rights of the people and communities in the countries where we operate, maintaining a zero-tolerance stance against any form of discrimination and harassment and modern slavery in the workplace. This commitment is embedded in our Code of Conduct, Anti-Slavery Policy, and Modern Slavery and Human Rights Framework, which prohibit discrimination, harassment, forced and child labour, and protect privacy. In FY2024, we recorded zero incidents of forced labor, child labor, young worker exploitation, or human rights-related grievances. We also uphold our employees’ freedom of association, supporting their right to join trade unions and professional organisations. 7.3 WORKPLACE HEALTH AND SAFETY The health and safety of our employees is our top priority, and we are committed to the highest standard of workplace health and safety (“WSH”) to ensure all our employees feel safe at the workplace. We seek to inculcate a culture of safety at the workplace and take extra precautions to prevent any form of injuries among our employees. CSE Global complies with the respective local WSH regulations, and have attained certifications for ISO 45001 Occupational health and safety management systems and BizSafe across global operations, which reflects our commitment to ensuring that proper measures are in place to manage risks. We also invest in safety trainings to ensure employees are equipped with the necessary safety knowledge, skills and capabilities.
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