Corporate Governance
• AEM Corporate Disclosure Policy
• Remuneration Policy
• Gender Dirversity Policy
• Board Charter
• AEM Code of Conduct
• AEM Sustainable Plan
• AEM Whistleblower
• Anti Bribery And Corruption Policy
• Adoption of Directors' Fit and Proper Policy
• Terms of Reference
  • TOR Audit Com
  • TOR RMC
  • TOR Remuneration and TOR nominating

GENDER DIVERSITY POLICY

1. INTRODUCTION

AE Multi Holdings Berhad ("the Company") recognises that gender diversity and equitable representation at Board level are essential element of good governce, and is a critical attribute of a well-functioning board and maintaining a competitive advantage. It enhances decision-making capability and a diverse Board is more effective in dealing with organisational changes.

The Company takes cognisant of the best practices recommended under the Malaysian Code on Corporate Governance to have at least 30% female Directors.

2. OBJECTIVE AND PRINCIPLES

This Gender Diversity Policy ("this Policy") provides a framework for the Company to improve its gender diversity at Board level.

The Company acknowledges the importance to promote gender diversity at Board level and will actively work towards having more female Directors on the Borad. To avoid any mismatch and ineffective appointment of the female Directors, the Company does not set any specific target for female Directors in this Policy.

In assessing the Board composition and Board effectiveness, the Board shall accord due consideration to gender diversity, required mix of skills, experience, independence and other qualities, including core competencies, commitment, integrity and/or other commitments to the Board.

3. MEASURES

To pursue the objectives of gender diversity, the Board will take into consideration the following measures:

1. The Nomination and Remuneration Committee and the Board shall nominate or appoint a gender diverse Board with a broad spectrum of perspectives, including but not limited to education background, age, ethnicity, skills, knowledge, expertise, experience, competencies, integrity and/or other commitments that the candidate will bring to complement the Board.
2. The Nominating and Remuneration Committee is responsible in ensuring that gender diversity objective is adopted in the Board recruitment and succession planning processes.
3. The Company shall adopt a more accommodating boardroom culture and environment that is free from discriminations to attract and retain women participation at the Board level.
4. The Company will undertake the following strategies to promote its gender diversity at Board level:
   • recruiting from a diverse pool of candidates female Directors;
   • reviewing succession plans to ensure and appropriate focus on gender diversity;
   • identitying specific factors to take into account the recruitment and selection processes to encourage gender diversity; and
   • any other strategies the Board may develop from time to time.

4. REVIEW AND DISCLOSURE

1. This Policy shall be disclosed in the annual report of the Company in accordance with the best practices of the Malaysian Code on Corporate Governance.
2. The Board will review this Policy from time to time to ensure that this Policy remains relevant and viable to meet its objective.

This Policy is adopted by the Board on 24 February 2021.