Board Gender Diversity Policies and Targets
The Board has always considered gender diversity an important agenda in strengthening the Company and the Board’s performance. Notwithstanding,
the Board is of the view that while it is important to promote gender diversity, the normal selection criteria of a Director, based on effective blend of
competencies, skills, extensive experience and knowledge in areas identified by the Board, should remain a priority so as not to compromise on qualification,
experience and capabilities.
In respect of the target set out under the Corporate Governance Blueprint 2011 for women participation on Boards to reach 30% by year 2016, the Board
has decided not to set specific targets for Axiata but through the BNC will actively be working towards achieving the said target. This objective is captured in
the Axiata Board Charter. Its implementation is through ensuring that sufficient number of women candidates be included in the pool of candidates evaluated
for new appointments to the Board.
Board Appointments
There is a transparent process for the selection, nomination and appointment of suitable candidates to the Board of Axiata.
The review of candidates for Board appointment has been delegated to the BNC and such responsibilities include reviews of the existing composition of the
Board to identify gaps based on Axiata’s Board composition framework and subsequently review and recommend to the Board a candidate with the relevant
skillsets, expertise and experience to fill the gaps.
In addition to the above, other criteria such as integrity, existing commitments, potential risks and/or conflict of interests and ability to bring a different
perspective and increase diversity of the Board are also being considered in BNC’s review to assess suitability of candidates for appointment to the Board.
The process for Board appointment also mandates the BNC/President &GCEO to engage external consultants.
The process adopted by Axiata for Board appointment is as follows:-
Identify Gaps/
Vacancy
Identification of
Candidates
Evaluation of
Suitability of
Candidates
Meeting Short-
listed Candidates
Final Deliberation
by BNC
Recommend to
Board
STATEMENT ON
CORPORATE GOVERNANCE
The appointment of Dr Muhamad Chatib Basri on 25 February 2015, being the most recent appointment to Axiata Board, followed this process.
Upon his/her appointment, the director will receive a letter of appointment outlining his/her duties and responsibilities and disclosure required of him/her
in compliance with the CA1965, Capital Market & Services Act 2007 (CMSA 2007) and Main LR. The letter of appointment encloses Axiata’s governance
documents such as Board Charter/Board Committees’ Terms of Reference (ToR) and documents outlining NED remuneration and benefits.
Succession Planning
The Board through the BNC has oversight of the succession planning of Key Senior Management positions across the Group. A Group Talent Management
Framework is put in place to identify and develop a group talent pipeline for future leadership across the Group. Through the framework and structured
leadership development programme, mentoring and coaching, regular leadership assessments as well as cross-functional and cross-country assignments, the
Group has met its target of identifying C-suite potentials providing a cover ratio of 2:1 from within the Group.
Leadership talent pipeline is regularly reviewed via the Group Talent Council and assessed as potential successors for key positions in the Group against
internal and external benchmarks. Update on talent framework, talent pool, succession plan and robustness of talent pipeline are presented to BNC and Board.
Board Induction/Orientation Programme
Each new Board member participates in a formal Board Induction programme coordinated by the Group Company Secretary together with the President &
GCEO. The orientation program includes in-person presentations with the SLT with the objectives of providing newly appointed Directors with the necessary
information and overview to assist them in understanding the operations, current issues, corporate strategies, challenges as well as the structure and
management of the Company.
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