AwanBiru Technology Berhad - Annual Report 2021

Employee Demographics For the financial year under review we have recorded an employee average of 93, an increase of 2.2% compared to the average of 91 employees that we had in the last financial year. This increase was driven by our success in securing new contracts, including the execution of Selangor Kerjaya Programme, and supply of G-Suite Enterprise for Education for schools under the Ministry of Education. We continue to fulfil our obligations to employ local talents in driving and sustaining the local community, as local Malaysians of all races constituted 99% of our entire workforce throughout the financial year under review. In terms of gender diversity across the workplace, our female to male ratio has continued to improve in the financial year under review at 52.7%, against our performance of 51% in the last financial year. To maintain a stable work environment, we continue to be mindful of engaging and retaining productive employees, according to our set short and long term targets for employee turnover. For the financial year under review, we have recorded a turnover rate of 1.6% for voluntary turnover and 0.8% involuntary turnover, amounting to a total turnover of 2.4% by our full-time employees. Keeping Our Employees Well Rewarded In ensuring the performances and efforts of our employees did not go unrecognised, we continue with our practice of annual Employee Performance Management (EPM) sessions to acknowledge their roles and contributions for every success of Awantec. Through the session, we continue to identify employees’ strengths and performance gaps in setting the right goals and career paths for them. In the financial year under review, Awantec has introduced an employee share option scheme, as part of our Long Term Incentive Plan to allow employees an opportunity of equity participation in the Group. This initiative was driven by our aspirations to inspire performance, recognise contributions by the employees and reward them where it is due, guided by the EPM outcome. At the same time, we hope to share profit made by Awantec with all employees, inculcate a greater sense of belonging and possibly retain our employees better to keep our turnover rate as low as possible as every employee of ours are key in achieving our short and long term objectives. We do not let our employees step into an evaluation session unprepared. Starting from the financial year under review, we will conduct regular Employee Performance Evaluation Conversations in helping our employees to navigate their way towards a productive EPM evaluation conversation. This virtual workshop is an embodiment of our dedication in supporting our employees to outperform their previous selves into the best version of themselves. Looking Forward As we strive to maintain the virtue of inclusivity, diversity and connectivity, we will continue with our strategy to support career development of our employees and upscale their individual competencies in ensuring that they remain ahead of the digitalisation curve. Guided by our fourth sustainability principle and our sustainability goals, this effort will be supported by our establishment of a well-structured succession plan for all levels of employment, along with our adoption of an online learning platform to instill a true lifelong learning culture where our employees can take charge of their development. In tandem, we will drive retention of our employees by providing the best possible workplace where their voices are heard, their rights are respected, their contributions are properly recognised and acts of volunteerism are very much welcomed. Sustainability | Awantec 73 Annual Report 2021