We value and seek to empower our people and communities. We believe in creating a values-based and performance-led culture at Sembcorp, where health and safety is an integral part of our everyday business and culture. Through active engagement and partnerships, we aim to make a lasting positive impact on our communities.

Why this is material
The nature of our business means that any lapse in health or safety protocols may result in direct or indirect impact on our employees, contractors, customers and communities.

Our approach
We recognise the right to life, health and safe working conditions, and are committed to reducing health and safety risks in our operations to as low as reasonably practicable. We believe that most incidents are preventable and it is our responsibility to ensure that our employees are equipped with the right skills and tools to work safely. We also require our contractors to comply with our health and safety policy to prevent and manage health and safety risks.

We aim to provide our customers with safe, reliable products and services. Quality assurance and compliance testing are done at various points of production. Our monitoring and control regime includes detailed inspections as well as predictive and preventive maintenance of critical equipment, parts and instruments.

In line with our responsibility to provide a secure working environment, we closely monitor and assess security threats and potential risks to our operations and assets.

Occupational health and safety fall under the oversight of the Group HSSE department, who provides updates to the board’s Risk Committee. The department is guided by the Group HSSE Management Framework. Performance incentives for all employees take into account the Group’s overall health and safety performance for the year.

Product safety and reliability are overseen by the chief executive officers of various markets, who are bound by regulatory and contractual terms to meet product and service specifications and standards. Physical security falls under the oversight of the Group HSSE department, whose work is guided by the Group Security Management System.

To find out how our businesses ensured safe operations during the pandemic, please refer to the Feature Stories section on our Sustainability webpage.

Why this is material
Having a competent, highly motivated and performance-led workforce is key to ensuring the success of our business. Our people play a vital role in ensuring our business stays relevant by delivering on our transformation strategy and goals.

We identified the following areas of focus:

• Employee engagement
• Employee development
• Compensation and benefits
• Employee wellness
• Human rights and labour standards
• Diversity and equal opportunities

Our approach
Employee engagement
Our leadership communicates with employees through various channels including dialogues, town halls, video conferencing, newsletters and email circulars. We conduct an employee engagement survey at least once a year.

To find out how we continued to engage our employees amid the pandemic, please refer to the Feature Stories section on our Sustainability webpage.

Employee development
Our talent strategy is built upon talent acquisition and development. We are committed to equipping our people with the capabilities and know-how to achieve their fullest potential, while enabling them to remain relevant in an evolving operating landscape.

Talent strategy and development as well as succession planning are supported by the:

• Talent review and succession planning framework
• Lead, Appraise and Develop (LeAD) performance management system

Compensation and benefits
We have in place a competitive remuneration and reward system based on the key principles of equity and meritocracy. Our salary levels are reviewed regularly and benchmarked against local markets, as well as data from global market surveys and consultancy firms. Where applicable, we also undergo negotiations with employee unions.

Annual variable bonuses for all employees are based on business and individual performances which are measured against targets that were previously agreed upon with their supervisors. Share plans are also available for eligible employees.

Employee compensation and benefits are reported to the board’s Executive Resource and Compensation Committee.

Employee wellness
We adopt a holistic approach to workplace wellness encompassing the physical, social and psychological well-being of our employees. Our workplace wellness plans are supported by:

• A dedicated budget for activities that encourage employee well-being and team bonding
• Employee-led committees that organise a range of free or subsidised recreational and wellness activities
• Mandatory medical screenings for employees whose work may include occupational health hazards and voluntary free annual health screenings to all employees in most markets

Human rights and labour standards
Our Human Rights Policy sets out our principles with respect to human rights and labour standards, including the prohibition of forced or child labour and freedom of association.

Our Code of Conduct sets out key principles on fairness, opportunity, non-discrimination, dignity, respect and non-harassment.

Diversity and equal opportunities
Our principles with respect to diversity are set out in our Human Rights Policy and Code of Conduct. Recruitment, promotion, rewards and career development opportunities are based on merit, without discrimination against age, race, gender, sexual orientation, religion, family or marital status, or any other status protected by the laws or regulations in the locations where we operate.

We believe that our localisation strategy supports local capability building and equal opportunity. We also offer our employees placements in different markets to encourage greater exposure and to diversify their skills and experience.

Our practices in these focus areas fall under the oversight of the Chief Corporate and Human Resource Officer who is supported by the Human Resource, Group HSSE, Group Internal Communications and Group Sustainability departments.

Why this is material
Sembcorp’s long-term success is based on being a valued partner to the communities we serve in. At the same time, we recognise that the nature of our business means we can have varying degrees of economic, social and environmental impact, in direct or indirect ways, on the communities in which we operate.

Our approach
We believe we can contribute to the sustainable development of our communities through our operations and community investments. We believe our local operations are best placed to understand the unique needs of the community and forge partnerships with local stakeholders. As such, markets manage community assessments, engagement programmes and contributions locally, while aligning to group-level strategic frameworks and guidelines.

Community-related issues fall under the oversight of the Group Sustainability department. Community investments undergo a counterparty due diligence assessment conducted by the Group Ethics and Compliance department. Quarterly global community investment meetings are held to communicate plans and policies.

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