EMPLOYMENT MEASURES ACROSS THREE PERIODS Employee turnover is reported as the number of departures by employee category; Board diversity is reported as a percentage of directors. Indicator FY2024 FY2025 FY2026 Management turnover (number of departures) 7 10 3 Executive turnover (number of departures) 80 38 18 Technical staff turnover (number of departures) 24 34 12 Board diversity FY2024 FY2025 FY2026 Female directors (% of directors) - 20.00 14.29 Male directors (% of directors) - 80.00 85.71 Turnover by employee category Departures fell from 111 in FY2024 (an 18-month period) and 82 in FY2025 to 33 in FY2026: three managers, 18 executives and 12 technical staff. By business, Railtec recorded 15 departures, Techno Fibre Malaysia nine and the remaining businesses nine. Turnover and Board composition Employee turnover and Board composition measure different aspects of organisational capacity: turnover informs our workforce planning, while Board diversity is assessed alongside leadership experience and succession. FY2026 percentages are based on seven directors: six men and one woman. SOCIAL RESPONSIBILTY Reporting periods and coverage FY2024 covers 18 months; FY2025 and FY2026 cover 12 months each. FY2026 turnover covers Destini Prima, Hijau Baiduri, Railtec, Techno Fibre (Australia, Malaysia and Singapore), Trovon Malaysia and Vanguarde. Board diversity At 30 June 2026, the Board comprised six men and one woman (85.71% and 14.29%), compared with 80.00% and 20.00% in FY2025. The Nomination and Remuneration Committee considers Board composition as part of its responsibility for appointments, succession and Board effectiveness. SUSTAINABILITY DESTINI BERHAD 63 ANNUAL REPORT 2026
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