SUSTAINABILITY REPORT 2023 45 SOCIAL HUMAN CAPITAL the Group’s achievement against a holistic set of quantitative and qualitative targets in the Balanced Scorecard dimensions of Financials, Execution, Future Growth, Talent Management and Sustainability (including Environment, Social and Governance factors). Following the pay-for-performance philosophy that is adopted across CapitaLand group, these components are differentiated based on employees’ relative contributions and individual performance. Bonus awarded to eligible managerial grades will be delivered in a combination of cash and deferred share units, which will be vested over three equal tranches. Senior management are granted additional contingent share units, subject to a 3-year performance period and will be vested if the pre-determined performance conditions are achieved. The performance conditions include measures and targets on total unitholder return and ESG. Respect for Freedom of Association We respect our employees’ right to freedom of association and membership in trade unions. In Singapore, CLI is guided by the Industrial Relations Act that allows the representation of employees by trade unions for collective bargaining. This provision offers employees an avenue to address any industrial disputes. CLI and the unions enjoy a cordial working relationship, promoting positive working conditions and improving productivity for the mutual benefit of employees and the company. In 2023, 10% of CLCT’s workforce in Singapore is covered by collective agreements. Notwithstanding this, all other CLI employees not covered by collective bargaining agreements will have their key employment terms aligned to the relevant legislation in the countries they operate in. Harassment and Grievance Handling CLCT practises an open-door policy that allows all employees to obtain a fair review and prompt response to problems or concerns relating to any aspect of their employment with the Group. This includes harassment and grievance handling policies applicable to all employees. CLCT employees can raise their concerns to a higherlevel management or to the Human Resource (HR) department. The harassment policy ensures mediation action and strong enforcements are taken towards harassment in the basis of gender, race, and religion. Unlawful harassment is defined as: ▶ Verbal conduct, such as derogatory comments, slurs, unwanted sexual invitations or advances. ▶ Physical conduct, such as unwarranted or offensive touching, impeding, or blocking an employee’s movement, or assault. ▶ Visual conduct, such as derogatory or offensive photographs, posters, cards, cartoons, graffiti, drawings or gestures. ▶ Threats and demands that an employee submit to sexual requests in order to keep his or her job, or to avoid some other loss, as well as offers of job benefits in return for sexual favours; ▶ Retaliatory actions taken against an employee for reporting or threatening to report harassment. All complaints of harassment will be investigated and resolved promptly. The identity of the employee who filed the complaint and the concerns raised will be kept confidential. The following actions will be taken by CLCT should there be any harassment cases: ▶ Any employee who is found to be responsible for harassment will be subject to appropriate disciplinary action, which may include termination. The severity of the disciplinary action will be based upon the circumstances of the infraction. ▶ The company will notify the employee who filed the complaint the appropriate action taken and if necessary, will take appropriate remedial steps toward the harasser. No employee shall be retaliated against for bringing a complaint of harassment.
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