The Board believes that diversity is for strong current and future business performance.

The Board diversity policy aims to set out the approach to achieve diversity, in the first instance, on the Board of Directors (the “Board”) of Singapore O&G Ltd. (the “Company”) and in the second instance amongst the Specialist Medical Practitioners and senior management of the Company.

Purpose

This policy aims to set out the approach to achieve continued strong current and future business performance by promoting diversity on the Board and later, amongst the Specialist Medical Practitioners and management, of the Company.

Policy Statement

To achieve strong current and future business performance, the Board shall execute, but not limited, to the following:

  • Foster an inclusive culture where differences are understood, respected and valued.
  • Promote diversity at all levels starting at Board level and to be followed by management.
  • Develop measureable objectives, evaluate and critically assess progress at least on an annual basis. The evaluation shall be measured against internal and appropriate external targets.

In the execution of the above, the Company shall:

  • Develop recruitment protocols and eliminate biases so that it can bring in the best people regardless of differences such as background and age.
  • Deliver fair and equitable performance management process that will help retain the best people, especially those who are different.
  • Foster a working environment free from discrimination, harassment, and vilification or victimisation.

Measureable Objectives

The Board has established the following measurable objectives for workforce diversity in 2017:

Measurable Objective Progress
To have women on the Board. Currently, our Executive Chairman is a woman. Dr. Heng Tung Lan took over the new term of chairmanship on a 2-year rotational basis from Dr. Lee Keen Whye.
To have women on board our senior management. There are currently three senior management members, and one of them is a woman.
Due to the nature of the healthcare industry, we have more female than male employees. Where possible, recruit more male employees for our business. As at 31 December 2016, the Group has a total of 55 employees (including Specialist Medical Practitioners); and of which, 48 and 7 are female and male employees respectively.

The Board will assess the objectives annually, as well as the progress in achieving them.

Selection of new candidates across all levels will be based on different criteria, including but not limited to gender, age, cultural and educational background, professional and business experience, skills, knowledge, functional expertise and competencies.

The outcome of our selection process for the Board members will be based on merit and contribution that the selected candidate will bring to the Board. The Board’s composition will be disclosed in our Corporate Governance Report on an annual basis.

Monitoring and Reporting

The Nomination Committee reviews and monitors the implementation of this policy. The Company will report the employee’s and Board’s composition with details in the Annual Report on an annual basis.

Review of This Policy

The Nomination Committee will review this policy to ensure its appropriateness and effectiveness. The Nomination Committee will discuss any revisions that may be required, and will subsequently recommend any such revisions to the Board for consideration and approval.

Disclosure of This Policy

This policy will be published on the Company’s website for stakeholder’s information.