With a strong emphasis on nurturing human capital in our company, basic human rights becomes an issue that cannot be ignored, especially since it has an impact on the working conditions and labour practices of the organisation. PowerSeraya, as a company based in Singapore with no overseas operations outside the country, naturally aligns its labour practices accordingly with the Singapore government's stance on human rights.

Singapore is an active member of the ILO (International Labour Organisation) and fully supports the ILO's framework and priority agenda for decent work, and upholds both in spirit and practice the fundamental principles of the core labour standards.

To date, Singapore has ratified 24 ILO conventions, including five of the eight conventions which are grouped under four fundamental principles and rights at work, namely:

•	Freedom of Association and Right to Collective Bargaining
	- Convention 98
	- Right to Organise and Collective Bargaining (please refer to Section 5.3.i : 'Stakeholder Engagement – Employee and their trade unions' to have an idea of how this principle of human rights is being practised in the organisation)
•	Elimination of all forms of forced or compulsory labour
	- Convention 29
	- Forced Labour
•	Effective abolition of child labour
	- Convention 138
	- Minimum Age
	- Convention 182
	- Worst Forms of Child Labour
•	Elimination of discrimination in respect to employment and occupation
	- Convention 100
	- Equal Remuneration (please refer to Section 9.2ii to have an idea of how this principle is addressed in our organisation)

The abovementioned ILO conventions are translated and incorporated locally into The Singapore Employment Act, which governs the labour practices of all companies operating in Singapore. PowerSeraya complies fully to the Singapore Employment Act and as such its operations do not encounter any risks for incidents of child labour, forced/compulsory labour.

Human Rights in Investment Agreements and our Supplier Chain
PowerSeraya does not operate within, or are partners in ventures or in regions where the protection of human rights is of significant concern. As such, our active investments, which are mainly local if not all, are not subject to any human rights criteria in screening.

Similarly, PowerSeraya does not have overseas operations that employ workers in countries where human rights are of significant concern. Neither do we outsource any work to human rights sensitive countries. Despite little risk exposure to the company to human rights abuse, we require all our suppliers to adhere to the Singapore regulations on labour practices (in particular the Singapore Employment Act where the ILO conventions described earlier have been incorporated). In addition to this, our contract documents includes clauses that requires suppliers to: 1)adhere to certain fair wage practices, 2)allow the freedom for the supplier's workers to be members of trade unions and; 3) forbade the use of illegal foreign workers in works performed for the company.

How Work Discrimination is Handled
There are no recorded incidents of discrimination at work during the reporting period. PowerSeraya's Code of Ethics provides a whistle-blowing channel where employees can report on any inappropriate acts (including acts of discrimination) that puts the interests of other employees or the organisation itself at risk. The company also has a standard procedure where employees can raise their grievances or disagreement to any company practices (including discriminatory practices).