SUSTAINABILITY REPORT
PEOPLE
Diversity, Equity and Inclusion
Greatech is committed to fostering a diverse, equitable and inclusive (“DEI”) workplace
where all individuals are treated with dignity, respect and fairness. The Group maintains
a zero-tolerance policy toward discrimination, harassment or any form of inappropriate
conduct. Any incidents are addressed promptly, transparently and with due process to
uphold a safe and respectful work environment.
We recognise that diversity strengthens organisational performance by broadening
perspectives, enhancing decision-making, improving risk awareness and increasing
adaptability to change. Accordingly, Greatech promotes fairness and inclusion across all
aspects of the employee lifecycle, including recruitment, promotion, remuneration and
leadership development. Our recruitment and advancement processes are strictly merit
based, with candidates assessed on competencies, experience and personal attributes,
ensuring equal opportunity for individuals from diverse backgrounds.
The Group maintains formal processes to identify, remediate and monitor negative impacts related to DEI. Concerns can be
raised through diverse channels, including formal grievance mechanisms, whistleblowing platforms and direct reporting to the
Human Resources (“HR”) Department. All reported cases are formally recorded, acknowledged and subjected to a structured
review to assess severity, root causes and potential impacts.
Where substantiated, remediation actions are implemented in a timely manner. These may include corrective measures such as
policy reinforcement, disciplinary action, mediation between affected parties, targeted training or enhancements to existing
processes and controls. In parallel, preventive actions are identified to address systemic gaps and reduce the risk of recurrence.
We measure the health of our DEI culture through an annual anonymous satisfaction survey. Survey results are measured
against defined KPI and reviewed by the Management, with critical matters escalated to the relevant Board Committees, where
necessary. Findings are used to inform continuous improvement efforts and guide the formulation of strategic DEI enhancement
plans, ensuring that corrective and preventive actions are effectively implemented.
Workforce Diversity
Acknowledging the historically male-dominated nature of our industry, Greatech recognises the need to improve gender
diversity. Executive Management continues to review and refine recruitment and talent development strategies to support
greater gender balance, particularly in leadership and technical roles.
During the reporting period:
- Women represented 50% of senior management;
- Female representation in middle management declined by 3% year-on-year; and
- Overall female representation across the Group increased from 15% in FY2024 to 16% in FY2025.
These metrics indicate incremental progress towards a more balanced workforce. While the Group does not adopt fixed gender
diversity quotas, we recognise that meaningful and sustainable workforce diversity requires a long-term, structured approach.
Accordingly, the Group is committed to fostering an inclusive workplace through equitable recruitment, development and
advancement practices, guided by business requirements, role suitability and talent availability. Diversity considerations
are embedded within talent management and succession planning processes to support fair access to opportunities across
employee categories.
To strengthen the representation of women in leadership, the Group offers targeted leadership development initiatives,
including structured training programmes, mentorship and career progression pathway aimed at developing high-potential
female employees and building a sustainable leadership pipeline over time. A complete breakdown of our employees according
to gender and employee categories can be found in the table below:
Our workforce comprises a diverse range of employees, with a predominant age group falling below the ages of 30. The
complete breakdown of employee categories by age groups is as listed below:
Board Diversity
The Board currently comprises seven (7) members, of whom two are female, representing 29% of total Board composition.
While the Board has not adopted a fixed target for female representation, it recognises the value of diversity in enhancing Board
effectiveness, decision-making and oversight.
In line with the Malaysian Code on Corporate Governance (“MCCG”) and evolving regulatory and stakeholder expectations,
the Board remains committed to promoting diversity and inclusion. The Board, through its NC, continues to consider gender,
skills, experience and background as part of its succession planning and Board renewal process. Ongoing efforts are focused on
strengthening diversity at Board and senior management levels to support effective governance and long-term value creation.
In terms of age diversity of the Board members, currently all Board members are of age 50 and above.
Zero Discrimination and Equal Opportunity
Greatech is committed to providing a workplace that upholds equal opportunity, mutual respect and dignity for all employees.
The Group maintains a zero-tolerance policy toward unlawful discrimination, harassment or any form of inappropriate conduct
across its operations.
This commitment is embedded in the Group’s Code, which explicitly prohibits discrimination on the basis of race, colour, gender
and other protected characteristics. Employees are encouraged to report any concerns through multiple confidential channels,
including their immediate manager, HR or the Group’s whistleblowing mechanism. To support effective oversight, we monitor
workplace culture through annual employee engagement survey.
To reinforce awareness and accountability, Greatech provides regular training for employees and people managers, with emphasis
on discrimination prevention, workplace harassment, inclusive leadership and employee engagement. These programmes are
designed to promote consistent understanding and application of our zero-discrimination principles across all levels of the
organisation.
The Group is also committed to fostering an inclusive and accessible work environment. Our facilities are designed to
accommodate employees with disabilities, including the provision of designated parking, wheelchair access and accessible
restroom facilities. Beyond the workplace, we support inclusion within our communities through “local-first” employment
practices and by investing in employee development. Financial assistance is provided for education and professional certification
programmes, subject to eligibility criteria, to support continuous learning and career progression.
During the reporting period, no incidents of discrimination or harassment were reported to the HR team across the Group,
reflecting the effectiveness of our policies, controls and awareness initiatives.
Recruitment and Retention
The Group recognises that its people are fundamental to delivering its value proposition and supporting sustainable long-term
growth. Accordingly, Greatech places strong emphasis on attracting, developing and retaining a skilled, diverse and engaged
workforce amid evolving labour market dynamics, including skills mismatches among graduates, increased workforce mobility
driven by the gig economy, demographic shifts towards an ageing population and higher attrition rates, particularly among
young employee cohorts.
In response, the Group’s workforce strategy is closely aligned with targeted talent development initiatives aimed at addressing
industry-relevant skill gaps. These include structured training programmes, technical upskilling and reskilling efforts, and
collaboration with educational institutions to enhance graduate employability and job readiness. Through these initiatives, the
Group not only strengthens its internal talent pipeline and operational capabilities but also contributes to narrowing critical skills
gaps within the industry.
By investing in continuous learning and capacity building, the Group enhances workforce resilience and supports career
progression, while creating broader positive impact through the development of a more competent and future-ready talent
pool for the sectors in which it operates.
The Group’s recruitment approach is anchored on building a sustainable talent pipeline. This includes prioritising the
recruitment of early-career engineering professionals through structured engagement with universities and colleges, while
senior and specialised roles are filled based on relevant experience, technical competence, professional qualifications
and alignment with the Group’s values and culture. Consistent recruitment standards, assessment criteria and selection
processes are applied across all operating locations to promote fairness and transparency.
To strengthen talent attraction, the Group continues to enhance its recruitment capabilities through targeted employer
branding initiatives, labour market analysis, structured sourcing strategies and streamlined recruitment processes.
Collaborative partnerships with selected higher learning institutions, including participation in internship programmes,
enable early engagement with students and support the development of future-ready talent for the automation and
advanced manufacturing sectors.
Employee advocacy also forms part of the Group’s talent strategy. Employees are encouraged to act as ambassadors by
engaging with students and early-career professionals to promote career opportunities within the Group and the widen
industry. Vacancies are advertised through multiple channels, including career fairs, industry events, digital platforms
and social media, to ensure broad market reach and attract candidates whose skills and values align with the Group’s
operational and strategic needs.
Hiring, Diversity and Talent Development
Greatech’s people strategy is anchored in inclusive hiring, continuous skills development and equal opportunity, fostering
a diverse, capable and future-ready workforce aligned with the Group’s long-term growth objectives. These principles
remained central to our human capital management approach throughout FY2025.
We apply fair and unbiased recruitment practices to ensure equal opportunity and prevent discrimination. Hiring teams
received training on DEI, and workforce diversity metrics are regularly monitored. Gender diversity objectives have been
established to progressively increase the representation of women across the organisation, particularly in leadership
roles.
To strengthen the future talent pipeline, Greatech actively partners with universities and higher-education institutions to
promote STEM education and provide early career exposure for graduates.
A cornerstone initiative is the Young Engineer Programme (“YEP”), offering a structured 12-24 month development
pathway combining technical training, commercial exposure and mentorship. This programme equips participants with
critical skills, supports professional growth and facilitates internal mobility. Since its inception in 2019, 743 graduates
have transitioned to full-time employment, with 72 participating in FY2025, demonstrating the Group’s commitment to
workforce renewal and capability building.
The Group’s workforce comprises full-time employees, with no seasonal or part-time workers. As of the reporting period, no
persons with disabilities were employed. The detailed breakdown of our new hires in FY2025 is as listed below:
Human Rights
Greatech is committed to upholding and respecting human
rights across our operations and value chain. Our approach
is guided by internationally recognised standards, including
the Universal Declaration of Human Rights, relevant
International Labour Organisation (“ILO”) Conventions,
the UN Guiding Principles on Business and Human Rights
and the OECD Guidelines for Multinational Enterprises, in
addition to full compliance with applicable local laws and
regulations.
These commitments are embedded in the Group’s Code
and apply to all employees, contractors, suppliers and
business partners. We maintain a zero-tolerance stance
against all forms of human rights violations, including child
labour, forced labour, discrimination and any infringement of
personal dignity and freedoms.
Key human rights risks identified across our operations
and value chain include potential exposure to unfair labour
practices within our supply chain, such as excessive working
hours, inadequate wages and non-compliance with labour
standards by third-party contractors or suppliers, particularly
in higher-risk jurisdictions. Internally, risks may also arise
in relation to workplace discrimination, harassment and
occupational health and safety if not effectively managed.
To address these risks, the Group has implemented a range
of mitigation measures. These include enforcing a Supplier
Code of Conduct (“Supplier Code”) that sets out minimum
labour and human rights standards, conducting periodic
supplier assessments based on risk profiling and integrating
human rights considerations into procurement processes.
Where relevant, suppliers are required to acknowledge and
adhere to these standards as part of contractual obligations.
In
addition, the Group promotes awareness through
employee training, maintains formal grievance and
whistleblowing channels accessible to both employees and
external stakeholders and takes corrective actions where
breaches are identified. These measures are aimed at
strengthening oversight of human rights risks, particularly
within the supply chain and ensuring responsible business
practices across all operations.
The Board holds ultimate accountability for human rights
governance across the Group and its value chain, with oversight focused on emerging global regulatory risks,
including forced-labour-related import restrictions in key
markets such as the US and European Union (“EU”). The
Group Chief Executive ensures human rights considerations
are embedded into business operations, supported by day
to-day oversight from the HR Department. HR is responsible
for
policy implementation, compliance with labour
regulations and monitoring risks related to forced and child
labour. Periodic human rights risk and impact assessments
are led by the Corporate Affairs function to identify gaps
and strengthen controls, guided by the Group’s Code and
Supplier Code. All identified violations and remediation
progress are reported directly to the Board on a regular
basis.
Humane Treatment & Workplace Dignity
Greatech fosters a culture of mutual respect. We do not
condone, allow or tolerate any form of harsh or inhumane
treatment. This includes but not limited to sexual harassment
or abuse, corporal punishment, mental or physical coercion,
verbal abuse or threats of such treatment. All employees are
expected to be treated with dignity and respect at all times.
Eradication of Forced Labour & Modern Slavery
Greatech maintains a zero-tolerance policy toward all form
of modern slavery. The Group strictly prohibits the use of
forced, bonded, indentured, involuntary prison or any other
form of compulsory labour in its operations. We require
our suppliers and business partners to adhere to the same
standards and take a firm stance against human trafficking
in all its forms.
Prohibition of Child Labour
We are committed to the elimination of child labour. The
Group does not permit the employment of individuals below
the minimum legal working age as defined by applicable
local and international laws. We support legitimate
apprenticeship or internship programmes, provided they
are conducted in full compliance with legal protection and
focus on the educational development of the participants.
Suppliers are similarly prohibited from employing individuals
below the legal working age.
Freedom of Association and Collective Bargaining
Greatech Group respects employees’ rights to freedom of association and collective bargaining in accordance with applicable
local laws and relevant ILO Conventions. Employees are free to form, join or refrain from joining worker representative bodies
without fear of discrimination, retaliation or interference. Where these rights are restricted by law, Greatech provides lawful
alternative mechanisms for employee representation, dialogue and grievance reporting. The Group monitors compliance across
its operations and has not identified material risks related to violations of freedom of association.
As part of our ongoing monitoring and evaluation process, the internal compliance team integrates human rights considerations
into due diligence checklists for new operations and projects. This enables the early identification and mitigation of potential
labour and human rights risks and reinforces our commitment to ethical and responsible business practices across the Group.
Human rights awareness is embedded into our onboarding and capability-building framework. All employees are required to
undergo training emphasising their responsibility to prevent involvement in, or complicity with, human rights abuses. Labour
standards and human rights training is mandatory for Chief Executives, Directors, managers and relevant employees. In FY2025,
100% of Chief Executives, managers and HR personnel successfully completed human rights training, consistent with FY2024
and FY2023.
The human rights training is obliged for Chief Executives and all managers including HR staffs.
We are committed to providing a safe and dignified working environment, including reasonable rest breaks, access to clean
drinking water and designated rest areas. Suppliers are required to acknowledge and comply with these standards prior to
engagement. Compliance with legal and ethical requirements is monitored through internal controls and audits covering both
operations and the supply chain. As at 31 December 2025, there were no reported or substantiated human rights incidents,
including allegations, lawsuits or compensation related to child labour, forced labour or other human rights violations across the
Group and its suppliers.
*This is not limited to our work sites but includes our suppliers as well.
To enable early detection and remediation, the Group maintains an independent, secure whistleblowing channel that allows
confidential and anonymous reporting. A strict non-retaliation policy is in place to protect whistleblowers against any form of
detrimental action. All reports are investigated in line with globally recognised human rights standards, regardless of whether
the report is anonymous.
While we have maintained a strong track record in upholding human rights, we recognise that continuous improvement is
essential. Looking ahead, we aim to strengthen awareness, engagement and monitoring through enhanced communication
of whistleblowing channels, direct engagement with employees and key suppliers to promote human rights awareness and
compliance across our value chain.
Health, Safety and Wellbeing
At Greatech, the health, safety and wellbeing of our employees, contractors and other stakeholders are fundamental to how we
operate. This commitment is strongly endorsed by the Board and Management, reflecting our responsibility to provide a safe,
healthy and supportive working environment across all operations.
Our approach to occupational safety and health (“OSH”) is guided by ISO 45001, which has been adopted across all our Penang
and Slovakia manufacturing facilities. We aim to prevent work-related injuries and ill health through proactive risk management,
robust safety systems and continuous improvement, while enabling employees to perform at their best and return home safely
each day.
We continue to operate in an environment where safety and people are key priority, through the use of strong governance and
procedures. As of to-date, Penang and Slovakia sites have ISO 45001:2018 for Health and Safety Management Systems in place.
COMMUNITY
Community Engagement and Social Investment
The Group is committed to creating positive social value
in
the communities where we operate by extending
our corporate values through responsible community
engagement and targeted social investment. Our approach
to social sustainability focuses on building meaningful
partnerships that address the needs of disadvantaged and
vulnerable groups, contributing to inclusive and sustainable
community development.
Our community initiatives primarily support financially
underprivileged individuals and vulnerable groups,
particularly children, with an emphasis on education, culture
and sports. We believe that access to quality education and
holistic development is fundamental to long-term social
mobility, and we strive to ensure that children in our local
communities are not left behind due to socioeconomic
constraints.
While the Group does not currently set formal quantitative targets for community engagement, we remain committed to
progressively increasing our investment in local communities. We regularly review the effectiveness and relevance of our
initiatives to ensure that our contributions deliver meaningful and lasting impact.
The Group’s charitable contributions and community programmes are guided by four key focus areas:
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