INTEGRATED ANNUAL REPORT 2025 • QL RESOURCES BERHAD INTEGRATED ANNUAL REPORT 2025 • QL RESOURCES BERHAD pg.54 pg.55 03 04 05 06 07 08 01 ABOUT THIS REPORT QL AT A GLANCE CHAIRMAN’S STATEMENT MANAGEMENT DISCUSSION AND ANALYSIS SUSTAINABILITY STATEMENT LEADERSHIP & GOVERNANCE FINANCIAL STATEMENTS APPENDICES 02 03 04 05 06 07 08 01 ABOUT THIS REPORT QL AT A GLANCE CHAIRMAN’S STATEMENT MANAGEMENT DISCUSSION AND ANALYSIS SUSTAINABILITY STATEMENT LEADERSHIP & GOVERNANCE FINANCIAL STATEMENTS APPENDICES 02 SUSTAINABILITY STATEMENT SUSTAINABILITY STATEMENT Talent Management Performance • Expanded our talent pool by successfully onboarding 6,163 new hires across all business pillars • Delivered an 8.5% increase in training hours, surpassing targeted average training hours for both executives and non-executives in every business pillar • Achieved high engagement scores across both business units within the CVS business pillar, with FamilyMart recording an impressive 92.6% and QL Kitchen Sdn. Bhd. achieving 89.0% • Offered 212 internship opportunities, with 8.0% of interns converted to permanent roles Our Approach At QL, we recognise that our people are key to driving business growth and delivering results. Our human capital strategy focuses on attracting, developing, and retaining a diverse and empowered workforce aligned with our core values. We are committed to cultivating a positive employee experience by prioritising wellbeing, engagement, and professional growth. Through continuous investment in talent and leadership development, we enable our people to perform with passion, purpose, and excellence—creating lasting value for our organisation and stakeholders. TM At QL, we are committed to cultivating a diverse, inclusive, and equitable workplace where every employee is valued and respected. We believe that a diverse workforce encompassing differences in age, gender, race, nationality, employment type or level has been a key enabler of our business, helping to expand our talent pool, foster innovation and creativity, strengthen collaboration, and drive business success. We uphold the principles of equal opportunity across all employment practices, ensuring that recruitment, career advancement and development decisions are based on merit and free from discrimination. By embracing and leveraging our employees’ varied perspectives and experiences, we continue to build a culture where every contribution matters, and our people grow together. As of 31 March 2025, QL concluded the financial year with a total workforce of 10,233 employees. The company reflects Malaysia’s multicultural society with a diverse workforce comprising 44.0% Malay (4,507), 8.5% Chinese (871), 5.5% Indian (565), and 42.0% from indigenous and other minority groups (4,290). Regarding nationality, Malaysians constituted the majority (68.2%), followed by nationals from Nepal (14.8%) and Indonesia (5.6%). The remaining proportion (11.4%) comprised individuals from other countries, including Bangladesh, Cambodia, Myanmar, Laos, the Philippines, Thailand, and Vietnam. Female employees accounted for 38.4% (3,927) of the workforce. In terms of age distribution, 50.1% (5,126) were under the age of 30, while 44.8% (4,586) were aged 30 to 50, and 5.1% (521) were aged 50 and above. Permanent employees made up 64.0% (6,552) of the total workforce, and 69.3% (7,090) were local hire. Employees with disabilities represented 0.02% of the total workforce. Management and executive roles were held by 9.6% of employees, primarily between the ages of 30 to 50 years. In contrast, 45.9% of non-executive positions were filled by employees under 30 years old. Diverse Experiences Shape Our Workforce Workforce by Gender and Employment Type (%) 26.1 9.9 Contract Permanent 35.5 28.5 Male Female Workforce by Gender and Local and Foreign Employees (%) 24.6 6.2 Foreign Local 37.0 32.2 Male Female Workforce by Gender and Age (%) 30.3 19.8 Under 30 years old 30 to 50 years old 27.8 17.0 Over 50 years old 3.5 1.6 Male Female Workforce by Gender and Job Category (%) 54.0 31.1 Non-Executive Executive 5.3 5.2 Management 2.3 2.1 Male Female Our Board of Directors comprises Directors with diverse backgrounds in terms of gender and age. This diversity fosters a rich blend of perspectives, experiences, and ideas that enhance our decision-making process. It not only supports more robust governance but also drives innovation and promotes sustainable business practices that benefit all stakeholders. Workforce by Age Group and Job Category (%) 4.0 35.2 45.9 0.4 6.1 4.0 0.7 3.5 0.2 Over 50 years old 30 to 50 years old Under 30 years old Non-Executive Executive Management 70.0 30.0 20.0 50.0 10.0 20.0 Directors Gender (%) Directors Age (%) Male Female 70 and above 60 to 69 50 to 59 under 50 FY2025 FY2025 Our People Our Strength
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