12 CAPITALAND CHINA TRUST RESPONSIBLE BUSINESS CONDUCT Aligned to CLI’s policies and commitments, CLCT advocates for respecting human rights and proactively addresses human rights concerns that may impact the REIT’s operations. These policy commitments are approved by CLI’s and CLCT’s Board and management, and are applied to CLCT’s activities and business relationships. CLCT leverages on CLI’s Social Charter in its commitment to support the preservation of human dignity and self-respect of every individual. This Social Charter addresses issues from a myriad of topics such as human rights, child labour, forced labour, human trafficking, code of conduct, diversity and inclusion, and healthy work-life balance and is applicable to both our workforce and supply chain. Other human rights related commitments such as grievance handling, harassment policies and remediation procedures have been embedded across different levels within the organisation. MAINTAINING DIVERSITY ON THE BOARD The Board embraces diversity and has in place a Board Diversity Policy which provides for the Board to comprise talented and dedicated Directors with a diverse mix of expertise, experience, perspectives, skills and backgrounds, with due consideration to diversity factors, including but not limited to, diversity in age, gender, tenure and business or professional experience. The Board values the benefits that diversity can bring to the Board in its deliberations by avoiding groupthink and fostering constructive debate. Diversity enhances the Board’s decision-making capability and ensures that the Manager has the opportunity to benefit from all available talent and perspectives, which is essential to the effective governance of CLCT’s business and for ensuring long-term sustainable growth. CLCT’s Board diversity targets, plans and timelines for achieving the targets and progress towards achieving the targets are described on pages 120 to 121 of CLCT’s Annual Report 2023. The Nominating and Remuneration Committee (NRC), in carrying out its duties of determining the optimal composition of the Board in its Board renewal process and addressing Board vacancies, considers candidates who bring a diversity of background and opinion and have the appropriate industry or related expertise and experience. In identifying possible candidates and making recommendations of board appointments to the Board, the NRC’s considerations include achieving an appropriate level of diversity in the Board composition having regard to diversity factors such as skills, experience, gender, age and tenure, as well as educational, business and professional backgrounds of its members. In its annual review of the Board’s composition, the NRC expressly considers and includes a commentary to the Board on the subject of diversity, including gender diversity, in the composition of the Board. In this regard, the NRC has reviewed the size and composition of the Board and is of the opinion that the Board and Board Committees are of an appropriate size and comprise Directors who as a group provide the appropriate balance and diversity of skills, knowledge, experience, gender, age and tenure, taking into account CLCT’s Board diversity targets, plans and timelines, the objectives of the Board Diversity Policy and CLCT Group’s business needs and plans, for effective decision-making and constructive debate. In line with the Board Diversity Policy, the current Board as at the date of this Sustainability Report comprises nine members who are corporate and business leaders, and are professionals with varied backgrounds, expertise and experience including in accounting, finance, banking, capital markets, real estate, investment management, governance and the China market. The Board members bring with them the combination of skills, talents, experience and diversity required to serve the needs and achieve the plans of the CLCT Group. For more details on our Board Diversity Policy and performance, please refer to pages 119 to 122 of CLCT’s Annual Report 2023. SUSTAINABILITY MANAGEMENT
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