PEOPLE FIRST ESG-related performance metrics account for up to 20.0% of overall employee performance evaluations. Regular performance and career development reviews are conducted via bi-annual self-reviews and supervisory feedback. In 2025, all employees received performance and career development reviews, providing a platform for engagement with supervisors, setting objectives, identifying improvement areas, and exploring career advancement opportunities. A full breakdown of performance and career development can be found in the Appendix: 2025 ESG Data Summary. Training and Education Fostering talent development is crucial to maintaining a skilled workforce as the industry and organisation evolves. New employees are required to undergo onboarding programmes that include specific topics such as governance and risk management. By empowering employees with innovative artificial intelligence (AI) technologies, the Group is redefining traditional work methods to enhance operational efficiency and employee satisfaction. ChatMFC, a proprietary AI tool developed by the Group, has streamlined routine task management by simplifying tasks such as drafting notes and emails, thereby boosting employee engagement and well‑being. To support this technological advancement, global guided learning sessions for workplace technologies were conducted to ensure employees are well-equipped to utilise these tools effectively. To promote continuous learning and development, Pursuit, an AI-powered platform, provides employees with personalised, self-paced learning plans to build skills and competencies. Furthermore, the 'Fuel Up Fridays' initiative allocates every second Friday afternoon of each month for employee learning activities across the Group, highlighting the importance of ongoing professional development. Beyond these talent development efforts, leadership development programmes are available for high-potential key management personnel, supporting career growth and succession planning. The Nominating and Remuneration Committee (NRC) Chairman conducts annual interviews to align performance and developmental needs for key management personnel, collecting feedback and identifying areas for improvement. To support ongoing professional growth, the Manager offers fully subsidised training and upskilling opportunities for all employees, which includes an annual training budget allocation of S$2,000 per full-time permanent employee. This budget enables employees to participate in various professional development activities, including degree programme subsidisation and course and examination pursuit from recognised institutions. MUST's Internship Programme continues to serve as a crucial pipeline for new talent and provides mentorship opportunities for existing employees. Although no interns were hired in 2025 due to operational considerations, the Manager remains committed to fostering young talent and supporting the next generation of professionals. The Manager is dedicated to collaborating with tertiary institutions to identify internship and recruitment opportunities. The Manager’s dedication to nurturing promising individuals through structured mentorship and professional development remains a core component of its talent strategy and organisational growth objectives. Each employee is encouraged to complete a minimum of 30 training hours annually, reinforcing the Manager’s dedication to continuous learning and skill enhancement across its workforce. In adherence to MAS regulations, the Manager’s Capital Markets Services (CMS) licence holders participate in REIT Management courses organised by REITAS to remain current with the latest industry trends. In 2025, the Manager achieved an average of 54.5 training hours per employee, a significant increase of 22.0% from 44.5 training hours per employee in 2024. This is primarily attributable to lower employee turnover compared with the prior year, which enabled more consistent participation in learning activities. Notably, female employees averaged 55.1 hours while male employees achieved an average of 40.0 hours. A full breakdown of employee training hours can be found in the Appendix: 2025 ESG Data Summary. Employee Engagement The Manager is committed to fostering a culture of open communication and recognition to enhance employee engagement and satisfaction. Open dialogue is maintained year-round using online and in-person channels to enhance engagement. Regular engagement sessions were held such as town hall lunches and tea breaks, encouraging informal interactions between employees and senior management. Feedback from the annual employee engagement survey, conducted by an independent third-party provider, is shared with employees to identify and address improvement areas. This year, the Manager is proud to announce that its employee engagement score improved to 4.5 (up from 4.4) out of 5.0. Employees leverage the Group's global platform, Podium, to recognise and reward colleagues who demonstrate exceptional efforts in their work. This helps to foster a culture of appreciation across the organisation. The Group's annual 'Stars of Excellence' programme celebrates top global performers among employees. This initiative recognises individuals who have made significant contributions and exemplify the organisation's mission. Employee Health and Well-being The Group is dedicated to supporting employee and family well-being through various initiatives. In Singapore, these include providing complimentary health screenings, and / 26 / EXPANDING HORIZONS
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