ESR Group Limited Annual Report 2022 77 In implementing the Board Diversity Policy, the Nomination Committee evaluates the composition of the Board and director candidates from time to time against objectives such as increasing gender diversity and broadening the cultural background, educational background, industry experience and professional experience of the members of the Board. The Nomination Committee will consider setting measurable objectives to implement the Board Diversity Policy and regularly review such objectives to ensure their appropriateness and ascertain the progress made towards achieving those objectives. The Company has set the following measurable objectives in respect of the Board diversity: • Selection of candidates will be based on a range of diversity perspectives, including but not limited to gender, age, cultural and educational background, ethnicity, professional experience, skills, knowledge and length of service; • Recruitment and selection practices will be appropriately structured so that a diverse range of candidates are considered. • The ultimate decision will be based on merit and contribution that the selected candidates will bring to the Board. • The Board’s composition (including gender, ethnicity, age, length of service) will be disclosed in the Corporate Governance Report annually. For the Financial Year FY2022, the Nomination Committee is of the view that the Board composition satisfied the objectives of the Board Diversity Policy. Given the enlarged size of the Board and the growth of the Company, it will conduct a review of the Policy on an annual basis to ensure continued effectiveness of the Policy in delivering its objectives. The Board targets to maintain at least the current level of female representation. In considering the Board's succession and to ensure diversity at the Board level, the Nomination Committee will engage an executive search firm to help identify suitable candidates for consideration as Non-Executive Directors as and when appropriate. The Board will continue to take opportunities to increase the proportion of female members over time as and when suitable candidates are identified. In terms of gender diversity in the workforce (including senior management), as at the date of this report, the Company’s workforce (including senior management) had 42% female employees The Board had targeted to achieve and had achieved at least 42% of female employees of the Company by 2025. Therefore, the Board considers that the above current gender diversity in the workforce (including senior management) has been achieved with reference to the current circumstances of the Company. According to the terms of reference, the Nomination Committee shall meet at least once a year. The Nomination Committee shall strictly adhere to this requirement in the future. Corporate Governance Functions The Company adopted the CG Code as the policy for its corporate governance of the Company. The responsibility for performing the corporate governance functions rests with the Board. The Board has performed the following duties: (a) developed and reviewed the Company’s policies and practices on corporate governance; (b) reviewed and monitored the training and continuous professional development of directors and senior management. (c) reviewed and monitored the issuer’s policies and practices on compliance with legal and regulatory requirements; (d) developed, reviewed and monitored the Code of Conduct and Business Ethics applicable to employees and Directors; and (e) reviewed the Company’s compliance with the CG Code and disclosure in this Corporate Governance Report. COMPANY SECRETARY Mr Richard Kin-sing Lee (“Mr Lee”) was appointed as the Company Secretary of the Company on 22 February 2019. He is also the Group Legal Counsel (Capital Markets) of the Company and, thus, an employee of the Company having day-to-day knowledge of the Company’s affairs. STRATEGIC REPORT CORPORATE GOVERNANCE FINANCIAL STATEMENT
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