41 KENANGA INVESTMENT BANK BERHAD Annual Report 2022 OUR SUSTAINABILITY STATEMENT Ratio of Basic Salary Men:Women Key Management 1:0.84 Senior Management 1:1.02 Middle Management 1:0.82 Junior Management 1:1.03 Non-Executive 1:0.91 Female Representation at Kenanga Our Workforce 51% Key and Senior Management 37% Middle Management 53% Junior Management 53% Non-Executives 34% Communication on Human Rights for Employees New employees are required to complete a ten (10)-minute self-directed learning module on employee rights through our Learning Management System (“LMS”), an internal learning platform. In 2022, we recorded a total of 189 enrolments on this topic. Promoting a Gender-Balanced Workplace Culture We remain committed to monitoring our gender diversity numbers and ensuring that our recruitment process continues to take a gender-balanced approach. We believe in providing equal economic opportunity for all of our employees, regardless of gender, especially within the similar roles in our organisation. Our approach to pay and compensation is based on employees experiences, skills and competencies required as well as industry benchmark in determining basic salary. Employee Engagement on Diversity and Inclusion Kenanga continuously strives to encourage two (2)-way open communication with our employees through dialogues and discussions. Our employee engagement programmes seek to promote the sharing of knowledge amongst our employees, celebrate diversity, and foster a sense of belonging. As part of our engagement activities throughout the year, we celebrated Founder’s Day, as well as festive celebration and International Women’s Day. For more information on how we embrace diversity and inclusion within our workforce, please refer to page 68 of our Sustainability Report 2022.
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