Diversity (Board and Staff) CLAR’s Impact CLI is committed to fostering a diverse and inclusive workplace where every individual feels valued and empowered regardless of background. By embracing different backgrounds and perspectives, CLI strengthens innovation, collaboration and the ability to attract and retain top talent. This inclusive culture in a diverse environment extends beyond its workforce, contributing to a more equitable environment for tenants and the communities. How CLAR Manages its Impact CLI’s commitment is reflected through initiatives such as its Diversity, Equity, and Inclusion (DEI) e-learning series and its efforts to build a balanced talent pipeline, comprising young professionals, mid-career hires, and experienced industry veterans. Recruit based on merit: Prioritise skills, experience or ability to perform the job, regardless of age, race, gender, religion, marital status, family responsibilities, or disability Respect employees: Fair treatment and implementation of progressive human resource management systems Provide fair opportunities: Provide training and development based on employee strengths and needs to help them achieve their full potential Reward fairly: Reward employees based on their ability, performance, contribution and experience Comply with labour laws: Compliance to labour laws and adoption of TAFEP guidelines 41 Refers to Executive grade employees. 42 Refers to Managerial grade and above employees. CLAR established a Board Diversity Policy and representative diversity targets. The Manager is committed to cultivating a strong leadership pipeline, identifying and nurturing talent within the organisation and from external channels. This includes proactive engagement with universities to attract young professionals, while leveraging the valuable experience of mid-career experts and industry veterans. The Manager also provides re-employment opportunities for senior employees who wish to continue contributing to the organisation. Those who choose to retire will be provided with employment assistance, job placement support, pre‑retirement planning and counselling, ensuring a smooth transition to a non-working life. CLI maintains a fair and competitive remuneration policy to attract and retain top talent. This involves a comprehensive approach including: • A BSC framework that incorporates both quantitative and qualitative targets related to ESG performance for all employees, including Management. • Regular benchmarking against market data through external salary surveys to ensure compensation packages remain competitive and aligned with industry standards. Enabling Thriving and Future-Adaptive Communities As a signatory of the Employers Pledge with the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP), CLI upholds the five key principles of fair employment: Diversity Commitment in Numbers Female at executive level positions 46.7% 64.7% Female at management level and above positions Ratio of basic salary and remuneration of women to men 12.8% in favour of men M Grade42 and above 15.5% in favour of women E Grade41 CapitaLand Ascendas REIT 38
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