Human Rights CLAR’s Impact CLAR upholds human rights throughout its operations, including its employees, tenants, and the wider community. This commitment fosters a respectful and inclusive work environment, enhancing employee engagement, productivity, and well-being, which in turn ensures a safe and positive experience for tenants. Recognising potential labour risks in sectors like cleaning and renovation, particularly with migrant workers in its operating countries, CLAR adheres to international human rights standards. By supporting community initiatives, CLAR contributes to social justice and a more equitable society, improving the overall well-being of its communities. How CLAR Manages its Impact CLAR’s commitment to human rights encompasses all aspects, including child labour, forced labour, human trafficking, discrimination (including gender, race, and religion), and ensuring a healthy work life balance. The Manager adheres and aligns its practices with CLI’s policies. Social Charter CLI’s Social Charter aligns with the Universal Declaration of Human Rights, the International Labour Organisation’s Declaration on Fundamental Principles and Rights at Work, the United Nations Global Compact’s principles on Human Rights, and relevant Singaporean legislation (e.g. Employment Act, TAFEP guidelines, National Wages Council guidelines). This charter, published on CLI’s website and intranet, upholds fundamental human rights and ensures a supportive and respectful work environment for all staff. Grievance Handling CLI’s grievance handling procedures enable CLI’s staff to address concerns related to workplace harassment, health and safety, supervisor’s behaviour, or adverse changes in employment conditions, ensuring that they are addressed sensitively and expeditiously. Grievances may be raised to the immediate supervisor, Human Resources department or through the whistleblowing channel for resolution. CLI maintains awareness of developments relating to labour frameworks through relevant authorities such as Ministry of Manpower (MOM) or Tripartite Alliance for Dispute Management. CLI also periodically seeks feedback from stakeholders such as its Audit Committee and trade unions. Based on these inputs, the CLI Group revises its policies and processes to ensure alignment with current labour standards and stakeholder expectations. Workplace Harassment CLAR maintains a zero-tolerance policy for all forms of workplace harassment, including verbal, physical, visual, and threatening behaviour. CLAR provides a safe and respectful work environment free from discrimination and harassment based on gender, race, or religion. Anti-Child Labour and Anti-Forced Labour As a signatory of the United Nations Global Compact, CLI is committed to upholding the 10 principles, including a strict prohibition against child labour and forced labour. CLAR adheres to international human rights principles and ensures a workplace free from coercion and discrimination. Freedom of Association and Collective Bargaining CLI respects the freedom of association and the right of staff to join trade unions. In Singapore, CLI is guided by the Industrial Relations Act that allows staff to be represented by trade unions for collective bargaining. This allows an avenue for staff to seek redress in cases of industrial disputes. Commitment and Progress Commitment Performance Grievance Cases To achieve zero grievances raised Zero grievance cases in FY 2025 Workplace Harassment To achieve zero cases of workplace harassment Zero cases of workplace harassment in FY 2025 Child Labour and Forced Labour To achieve zero cases of child labour or forced labour Zero cases of child labour or forced labour in FY 2025 Sustainability Report 2025 43
RkJQdWJsaXNoZXIy NTM2MDQ5