HONG KONG, Sept 28, 2022 - (ACN Newswire) - Transcenta Holding Limited (06628.HK), a clinical stage biopharmaceutical company with fully-integrated capabilities in discovery, research, development and manufacturing of...
KUALA LUMPUR, Apr 18, 2022 - (ACN Newswire) - PLS Plantations Berhad today announced their receipt of Silver3 ratings by RAM Sustainability for its principal plantations and trading segments, reflecting some gaps and the early stages of the Company's ESG practices that are crucial for reforestation and plantation-related sectors.
The sustainability ratings by RAM Sustainability, a leading provider of independent ESG analytics, captures the Company's corporate sustainability performance based on all the environmental, social and governance (ESG) themes, as well as relevant international and domestic guidelines by Bank Negara Malaysia's (BNM) Climate Change and Principle-based Taxonomy (CCPT).
PLS Plantations' Independent Non-Executive Chairman, Tan Sri Nazir Razak said, "This rating sets the baseline for the Company, in providing clear forward strategy in terms of our priorities and focus areas, across our business and operations, especially in areas for improvement. Equally as important, it offers our stakeholders - investors, regulators, business partners, suppliers, and clients - an objective and transparent assessment of our commitment to sustainability and responsibility as a reliable supplier, business partner, and an employer. PLS Plantations is working hard to execute against our strategy towards becoming Malaysia's leading sustainable, agrofood provider in the coming years."
RAM Sustainability's Chief Executive Officer, Promod Dass said, "PLS Plantations is establishing a starting point for its ESG journey by subjecting itself to the rigors of a sustainability rating and positioning that transparency is a priority even though it points to its high ESG risk profile - for this it must be commended, and we look forward to monitor its sustainability progress. We hope that this will set a precedent for more companies to embark on their sustainability journey and aspire to achieve the highest ratings."
As part of the Company's turnaround journey, PLS demonstrates strong commitment to expand on its corporate governance framework and policies, especially in areas of sustainability governance, pending a dedicated group-wide framework and policies to govern the Company. As a Public-Private-Partnership (PPP), PLS Plantations' vision is to contribute to the nation's food security and positive socioeconomic impact through initiatives in supporting local farmers, specifically the B40 and indigenous communities. The Company commits to produce quality products and services evidenced by the various certifications obtained such as the Malaysian Sustainable Palm Oil (MSPO) Certification for its plantation segment. The Company's trading business has received Good Manufacturing Practices (GMP), Malaysia Good Agricultural Practices (myGAP), HALAL and Hazard Analysis Critical Control Point (HACCP) certifications, among others and has dedicated policies to manage human resource and human rights including the Good Social Practices Policy, Occupational Safety and Health Policy, Child Labour Policy and Sexual Harassment Policy.
PLS Plantations was incorporated in Malaysia in 1987 and was listed on the Second Board of Kuala Lumpur Stock Exchange in 1994. Currently listed on the Main Board of Bursa Malaysia Securities Berhad, PLS and its subsidiaries are involved in the management and operation of forest, oil palm and durian plantations, as well as the processing, distribution and sale of durian products.
The statement included in this press release, other than statements of historical facts, are forward-looking statements. Forward-looking statement generally can be identified by the use of forward-looking terminology such as "may," "will," "expect," "intend," "estimate," "anticipate," "plan," "seek," or "believe." These forward-looking statements, which are subject to risks, uncertainties, and assumptions, may include projections of our future financial performance based on our growth strategies and anticipated trends in our business. These statements are only predictions based on our current expectations about future event. There are important factors that could cause our actual results, level of activity, performance, or achievements to differ materially from the results, level of activity, performance or achievements expressed or implied by the forward-looking statement, including, but not limited to our ability to win additional business. Although we believe the expectations reflected in the forward-looking statements are reasonable, we cannot guarantee future result, level of activity, performance, or achievements. You should not rely upon forward-looking statements as predictions of future events. These forward-looking statements apply only as of the date of this press release; as such, they should not be unduly relied upon as circumstances change. Except as required by law, we are not obligated, and we undertake no obligation, to release publicly any revisions to these forward-looking statements that might reflect events or circumstances occurring after the date of this release or those that might reflect the occurrence of unanticipated events.
Copyright 2022 ACN Newswire. All rights reserved. www.acnnewswire.comPLS Plantations Berhad ("PLS Plantations" or the "Company") today announced their receipt of Silver3 ratings by RAM Sustainability for its principal plantations and trading segments, reflecting some gaps and the early stages of the Company's ESG practices that are crucial for reforestation and plantation-related sectors.
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Singapore, Mar 25, 2022 - (ACN Newswire) - Their gender itself is reason enough for much of the corporate world to be biased against women. However, working women face all kinds of subtle and overt biases as they navigate their way through their careers. From their age to choosing to be a mother, anything could be the basis of unconscious biases. The need to talk about, address and overcome such biases formed the basis of the discussion during the first virtual session of the Collective for Equality Summit on earlier on Thursday evening.
Hosted by Singapore-based Women Icons Network (WIN) to mark the International Women's Day, the two-day summit aims to bring senior corporate leaders from Asia-Pacific on the same stage to discuss their personal experiences, the current state of the gender equality initiatives and the way forward. The topic for the first day was "Breaking The Bias - Challenging Personal Stereotypes". The session was moderated by WIN founder director Vishwesh Iyer, and the panelists were Malayasia based strategy, innovation and leadership consultant Dr Marcella Lucas, head of corporate sales of Google Cloud for Singapore-Malaysia, Sophie Wong and general manager of Cornerstone Global Partners, Tricia Liverpool.
Welcoming the panelists and attendees, Vishwesh stressed the need to have such conversations all around the year, and not wait for International Women's Day to have them. He asked Sophie about her experience with personal biases and stereotypes. She remembers that when she entered the tech industry a decade ago, the awareness or conversation regarding systemic prejudices or unconscious bias was non-existent. She remembers often being told to behave and dress older than her age to gain respect of clients and colleagues.
Through her career, she has worked with Fortune 500 companies in multiple domains. Over the years, she has seen the perspective of equality being at the core of an organisation develop. She is especially hopeful that the age-related biases are all but rooted out today, especially with so many startup founders being very young. Now, most organisations do not bring gender, age, religion, culture and other such factors during the hiring process.
For Marcella, the one bias she has had to fight in recent years has been to fight the perception that working out of a small village on the beach does not mean that she is "beach bumming". In fact, fighting this bias has led her to put in more hours in work and be online throughout the workday. Employees who opt to work from home, especially women, are thought to give more attention to children and domestic responsibilities, even when they are equally productive Nas their other colleagues, she pointed out.
As companies move towards a hybrid work environment, the idea that remote or flexible working can be equally productive needs to be reinforced, she believes. The questions that needs to be answered here is whether people really want to go back to the offices, and what kind of support they need to transition from remote working to going back to offices.
Tricia feels that biases have followed her all her life. She recalls an incident where an Australian company she was working for asked not to wear a short skirt. She chose to resign the very same day. Being an expatriate for most of her career, most people thought she was a trailing partner even when she had a flourishing career. People have directly asked her how she would lead a team being an expatriate female, and a "soft" person.
As a recruitment specialist, she often comes across clients who give her a specific list of traits that they are looking for in new hires. They even give specifications like the nationality and age of the candidates. She has often discouraged putting talents under such boxes. She encourages them to have a real conversation with the candidates to assess their personality and behaviours, to match the right person to their organisation.
Several pertinent topics like maternity and paternity leaves, breaking personal biases, supporting working mothers, unconscious gender bias in scientific and industry data were also discussed during the summit. All panelists agreed that having such conversations more regularly would help each of us overcome our own personal biases.
The winners of the Women Icons Asia Awards 2022 were also announced on the occasion.
Women Icons Network has been inspiring women to break the glass ceiling for more than five years by engaging in a conversation with women leaders and achievers. Women Icons Summits have been organised annually in Singapore & Malaysia since 2017. The online platform www.WomenIconsNetwork.com is focussed on precipitating the move towards gender equal places of work across the region.
Women Icons Network aims to be the largest data aggregation and analysis platform across South & South East Asia integrating objective feedback from women and published data on companies to create a Diversity Metric that differentiates workplaces around Gender Equity.
The Collective for Equality Summit & Women Icons Asia Awards 2022 are being supported by Atlas of CTH Group as the Gold Partner, ACN Newswire (www.acnnewswire.com) as News Distribution Partner, Supporting Network Partner, Women Entrepreneur Network - Hong Kong, On Target Media & Marketing Services as Digital Media Partner and AsiaBizToday as Media Partner.
Copyright 2022 ACN Newswire. All rights reserved. www.acnnewswire.comTheir gender itself is reason enough for much of the corporate world to be biased against women. However, working women face all kinds of subtle and overt biases as they navigate their way through their careers.