Sustainability Report 2023 42 HUMAN CAPITAL MANAGEMENT [GRI 2-7, 2-16, 2-26, 2-30, 3-3, 202-1, 202-2, 401-1, 401-2, 401-3, 402-1, 404-1, 404-2, 404-3, 405-1, 405-2, 406-1, 410-1, 411-1] At Geo Energy, we recognise that Human Capital is an invaluable and irreplaceable cornerstone of our business. Our people are the driving force behind the success of our Group, and we prioritise the recruitment and retention of a diverse pool of talented individuals whose vision, mission, and values align closely with our own. This section emphasises our commitment to human capital management and elaborates on the initiatives we have undertaken in the past year. How we manage this To assess the capabilities and skills of our workforce, we employ a comprehensive HR Management System that oversees our human capital, enhancing the efficiency and effectiveness of our processes. The Indonesia and Singapore offices use Power Plus and Timesoft respectively. The system acts as a database, containing information such as training records, leave applications and payroll applications. Improvements to the Power Plus system have been made in 2023 to enhance its efficiency and accuracy. Operating in Singapore and Indonesia, we fully comply with the respective countries' regulations concerning human resource mechanisms, training, and labour practices. To foster excellence, we maintain competitive employment practices. Our policies include: • The regulations of the Ministry of Manpower of the Republic of Indonesia and Singapore governing human resource mechanisms; • Human Resource Policy; • Whistleblowing Policy; • Grievance Mechanism Policy; and • Stakeholder Engagement Policy. Geo Energy also adheres to labour laws in Singapore, including: • The Employment Act, which establishes the basic terms and conditions of employment for workers. • The Employment of Foreign Manpower Act, which regulates the employment of foreign workers and safeguards their well-being. • Policy documents are communicated to all employees upon commencement of their employment, and the Employment Act and Employment of Foreign Manpower Act are available online. We have implemented a grievance mechanism to encourage affected employees to raise any concerns or observations associated with mining activities. Additionally, our whistleblowing policy allows employees and external parties to report concerns without fear of reprisal or victimisation for whistleblowing in good faith. As part of our commitment to fostering sustainable relationships and effectively managing the expectations of our employees, the Group periodically conducts ad-hoc surveys to gauge their job satisfaction. These surveys serve as proactive measures to gather feedback and ensure that we are actively engaging with our employees. By seeking their input, we aim to continuously improve our practices and create a positive working environment that aligns with their needs and expectations. Embracing inclusivity and diversity in our workforce At Geo Energy, we wholeheartedly embrace a strong dedication to fostering diversity and cultivating an inclusive culture within our organisation. We firmly believe in providing equal opportunities to all individuals, and our hiring practices are solely based on the skills and competencies that are relevant to the job requirements, without any form of discrimination based on factors such as race, nationality, religion, gender, age, or disability. To ensure the realisation of these principles, we diligently align our labour standards and human resources procedures with industry best practices and relevant regulations. Our commitment to diversity and inclusion is further reinforced through the implementation of our robust Human Resource Policy, which safeguards the rights of all our employees, irrespective of their backgrounds. Ensuring fair treatment through appropriate human rights practices Holding a strong regard for the human rights of our employees and contract workers, regardless of their employment status, is one way we ensure this. Our commitment aligns with international human rights conventions, including the International Labour Organisation (ILO) Convention and Singapore's Employment Act. These conventions establish the fundamental terms and conditions of employment for our workforce. Additionally, foreign workers holding valid working permits are protected under the Employment of Foreign Manpower Act, which outlines the rights, responsibilities, and obligations of employers in relation to foreign workers. During 2023, no instances of disrespecting people's rights or discrimination among Geo Energy's workforce were reported, and no incidents involving violations of the rights of indigenous peoples occurred. We firmly believe that respecting human rights is a fundamental practice within our company, fostering trust and maintaining positive relationships with our stakeholders. It is expected that all employees adhere to these policies, as they contribute to fostering a stable operating environment and enhancing the company's reputation. In 2023, all security personnel responsible for safeguarding our mining sites received training on our human rights policy. Training was also conducted
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