Positioning for the Future | 59
As a global enterprise, CapitaLand embraces diversity
in various aspects including nationality, culture and
language. As at 31 December 2014, the Group employs
a workforce of more than 80 nationalities.
CapitaLand recognises that a positive work environment
is essential to attract, motivate and retain talent.
A total well-being programme has been put in place
to promote personal development, healthy living and
work-life harmony. Initiatives include a nexible medical
and benemts plan, nexible work arrangements and
employee engagement initiatives.
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CapitaLand )ope Foundation (C)F) was established in
2005 to further CapitaLand’s community development
commitment to ABuilding People. Building Communities.’.
CapitaLand recognises that the long-term success
of the company is closely intertwined with the health
and prosperity of the communities in which it operates.
A registered charity in Singapore, C)F strongly believes in
the importance of mrst investing in the fundamental needs
of education, healthcare and shelter of underprivileged
children. This will relieve them of hardship and eventually
break the poverty cycle. Every year, CapitaLand allocates
up to 0.5% of its net promt to C)F and also provides pro
bono administrative support through its CSR department
and various other functional departments within the
company. In 2014, C)F donated over S$2.3 million.
Since inception, C)F has donated over S$24 million
to support programmes for underprivileged children in
countries where CapitaLand operates in.
In 2014, CapitaLand also contributed over S$1.7 million
towards other community development initiatives.
CapitaLand is a strong advocate of volunteerism
and offers its staff 7olunteer Service Leave,
7olunteer No Pay Leave and 7olunteer Part-Time
Work Arrangement. In 2014, it organised more than
340 volunteer activities and actively encouraged
its staff to volunteer their time and efforts.
Over 3,000 CapitaLand staff volunteered more than
28,000 hours during working hours to participate
in various volunteer activities in Asia and beyond.
Based on a C)F post-volunteer survey, 100% of
CapitaLand staff volunteers feel proud and enjoy
working in a company with a positive and vibrant
corporate culture. For more information on C)F,
please visit
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CapitaLand is committed to protecting the environment
and upholding the occupational health and safety of its
employees. The CapitaLand E)S Management System is
externally audited to achieve ISO 14001 and BS OHSAS
18001 certimcation across 15 countries. The CapitaLand
E)S Policy can be found on
sustainability/environment. The Group incorporated E)S
key performance indicators linked to the remuneration of
all staff, as well as top management. These include
t Green Ratings In 2014, CapitaLand achieved 15
green ratings.
t Energy and Water Usage Reduction For the mrst nine
months of 2014, the reduction in energy usage in
KWh/m
2
was 11.6% and the reduction in water usage
in m
3
/m
2
was 18.1% from the 2008 baseline. Using a
ABusiness as Usual’ (BAU
1
) approach, it is estimated
that CapitaLand avoided cost of more than S$65 million
for utilities since 2009. CapitaLand will continue to
implement energy and water conservation measures
to ensure efmcient operations and minimise resource
wastage.
t Universal Design In 2014, CapitaLand achieved
three Universal Design Mark Awards for its projects in
Singapore.
t Certimed Contractors In 2014, nine main contractors
appointed were both ISO 14001 and BS OHSAS 18001
certimed and two main contractors will engage an
external auditor to conduct E)S legal compliance
audit.
t Zero Fatality/Permanent Disability In 2014,
no CapitaLand staff met with work-related fatality
or permanent injury.
1
The assumption is that energy and water consumption in subsequent years will continue at 2008 levels (base year) unless energy and
water efmciency measures are adopted.
Sustainability
