BOARD LEADERSHIP AND EFFECTIVENESS SUCCESSION PLANNING The NRC is responsible for ensuring that adequate and appropriate succession planning is conducted allowing for the orderly identification and selection of new independent Directors in the event of vacancies on the Board, whether those openings arise from anticipated retirement, the expansion of the Board’s size, or other reasons. The NRC is also responsible for ensuring that the Company’s commitment to implementing an effective succession planning for Senior Management is executed. The programme serves as a platform for the systematic and long-term development of a robust, diverse, and inclusive talent pool of high-potential candidates for future leadership roles. As part of comprehensive executive succession planning, the Committee actively oversees talent mapping initiatives, aiming to cultivate, and nurture talent within the organisation while unlocking the full potential of high-performing individuals. The NRC plays a pivotal role in screening and selecting candidates who are well-suited for the Board. The responsibility to develop and deliberate on the selection criteria based on the necessary competencies and attributes for the position lies with the NRC. All nominees are initially vetted by the NRC, taking into account: Additionally, the NRC considers the nominee’s ability to allocate sufficient time to effectively meet the demands and expectations of the role. Once shortlisted, all potential candidates undergo comprehensive reference checks conducted by the Company Secretary, particularly regarding their financial, character integrity and time commitment. APPOINTMENT OF DIRECTORS Overall alignment with the Company’s strategic direction Qualifications, experience, and competencies required for the position Personal attributes, such as character, probity and integrity, reputation, time commitment, and independence Diversity in terms of gender 201 Sec 07 SUSTAINING VALUE THROUGH GOOD GOVERNANCE (CORPORATE GOVERNANCE OVERVIEW STATEMENT)
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