SUSTAINABILITY & GOVERNANCE 136 SUSTAINABILITY REPORT Diversity and Equal Opportunity Approach As a global organisation operating across multiple jurisdictions, CDLHT is committed to promoting diversity, equal opportunity, and inclusion across all levels of the organisation. We strive to create a fair, respectful, and equitable working environment where employees are treated with dignity and provided with equal access to employment, development, and advancement opportunities, regardless of background or personal characteristics. This commitment is embedded in our diversity and non-discrimination policies, training programmes, and fair employment practices, and aligns with our approach to sustainable development and responsible workforce management. At the Board level, the Boards of the Managers recognise that diversity is critical to effective governance and the achievement of CDLHT’s strategic objectives for sustainable development. The Boards have adopted a Board Diversity Policy, which is publicly available on CDLHT’s corporate website and sets out the framework for promoting diversity in Board composition. CDLHT seeks to maintain Boards comprising Directors with a balanced mix of skills, qualifications, industry and business experience, gender, age, ethnicity, cultural and geographical background, nationality, and tenure. A diverse Board supports robust decision making by reducing groupthink and encouraging constructive challenge, thereby strengthening oversight and long term value creation. Directors are appointed based on merit against objective criteria, with due consideration given to maintaining an appropriate balance of competencies and perspectives. The Nominating and Remuneration Committees of the Managers periodically review the Board Diversity Policy to ensure its continued relevance and effectiveness. Through these workforce and leadership-level commitments, CDLHT seeks to foster an inclusive culture that supports employee wellbeing, enables individuals to reach their full potential, and strengthens governance outcomes, thereby supporting sustainable long-term organisational performance. Performance In FY 2025, 49% of our total permanent staff were male, and 51% were female, while 50.5% of our total temporary staff were male and 49.5% were female. The majority of the Managers and The Lowry Hotel employees are aged between 30 and 50 years, with those under 30 at 41.8% and 48.5%, respectively, attributable to the nature of our industry. We continuously strive to advance diversity and inclusion across our workforce, as they enable a more holistic, productive, and sustainable work culture. Diversity and Inclusion Data for FY 2025 The Managers’ office The Lowry Hotel Number of Employees Male Female Total Male Female Total Permanent Staff 12 17 29 58 55 113 Temporary Staff 0 0 0 49 48 97 Number of Employees The Managers’ office The Lowry Hotel Aged <30 years 2 114 Aged between 30 – 50 years 22 78 Aged >50 years 5 18 The Managers also strive to maintain a board size of six members and have consistently maintained independence with at least two out of three or more members being independent over a 4-year period. The Directors are selected with the relevant expertise and experience that would complement those already on the Boards and for succession planning. In February 2025, a new independent director was appointed following the expiry of an independent director’s nine‑year term. Subsequently, upon the completion of another independent director’s term in January 2026, an additional independent director was appointed. Four out of the six of the Boards’ members are independent, and one out of the six is below 50 years old in FY 2025. The Managers target to improve age diversity over a 4-year period by appointing younger directors aged 50 or below to further complement the Board’s diversity. CDLHT currently has two female members in the Boards and has achieved its target to increase its female representation to at least 25% by FY 2025. Targets We remain committed to reflecting diversity across our workforce and hiring processes. We strive to encourage the diversity of our employees across management roles through continuous talent identification and development efforts, whilst honing our hiring plan to attract and retain a diverse workforce.
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