Dagang NeXchange Berhad Annual Report 2018

Employee Share Option Scheme (ESOS) Sponsorship of employee engagement activities/team sports 100% company paid medical insurance Dental and vision care reimbursement 2 months fully paid maternity leave Merit-based performance bonus Remote work when applicable Hardship allowance where applicable Dedicated prayer rooms and ablution area Nursing room and sick bay DNeX provides numerous benefits to its employees beyond salary. We are constantly striving to provide our teamwith the highest quality benefits Eligibility of full-time DNeX employees Our average employee engagement score is 52%, and 38% indicated “near engagement”. The results suggested an opportunity for our GHR to fine-tune the employee engagement strategy, to convert the “nearly engaged” demographic to “engaged”. Whistleblowing channel DNeX’s Whistleblowing Policy has been formulated with a view to provide a mechanism for officers and employees of the Company to report instances of unethical behaviour, actual or suspected fraud or dishonesty or violation of the Company’s code of conduct or ethics policy. This Policy is administered by the Group Human Resource Division and overseen by the Chairman of the Board Audit Committee. See “Corporate Governance and Whistleblowing Policy” on page 83 for more information. Promoting Work Life Balance and EmpoweringWomen DNeX wants to be an employer of choice, one that promotes business and personal life achievements. We believe that by offering the right support and empowerment to our employees, we are directly embedding human rights and encouraging a healthy work-life balance across all our business. Our working environment is one where all employees are treated with respect, feel safe from discrimination and harassment, and can thrive in a supportive and conducive atmosphere. Our Group Human Resource strives to create an employer of choice environment within the industry we are in. We offer competitive salary and benefit packages, promotions, transfers, compensation, career mentoring, company sponsored training, tuition assistance, eligibility to fitness amenities, and social and recreational programmes for our employees. DNeX also believes that women play an important role, socially and economically. By empowering women and promoting gender equality, we can enable communities, economies and businesses, including our own, to prosper. A lack of support during pregnancy and the challenge of balancing childcare with work account for many women’s decision to leave paid employment. Some women experience difficulties in returning to work after a career break, while others return to work to find fewer opportunities for promotion and progression versus their male counterparts. With this in mind, our Group Human Resource undertake special consideration for our female employees to allow them the freedom and empowerment to build the career and life they want, so that they are not hindered by harmful norms and stereotypes. Some of these special considerations include a nursing room in the office, a separate Muslim praying and ablution area, and work from home arrangement when necessary. In 2018, the percentage of female employees in DNeX increased from 37% to 42%. However, female employees in management positions have decreased to 8%. We aspire to bring about further improvements in gender balance and are committed to promoting women at all levels in the company, and intend to increase the percentage of women in its top management positions. We offer support for our female employees through: • Equal work empowerment • Two months fully paid maternity leave • A return to work at the same level after maternity leave • Remote where (where applicable) that allows workers to work anytime, anywhere as long as business needs are fully met • A nursing room • Zero tolerance for sexual or aggressive harassment in the workplace 89 Annual Report 2018 Sustainability Report SUSTAINABILITY REPORT 2017: 37% 2016: 35% Female Employees 42% 2017: 12% 2016: 11% Woman in Management Position 8 % 2018: 2018: