Tune Protect Group Joins The 30% Club Malaysia As A Corporate Member

Tune Protect Group to achieve 50% women in the leadership team by the year of 2023, whilst 50% of critical roles will be succeeded from within the organisation.

KUALA LUMPUR, 30 June 2021 – Tune Protect Group Berhad (“Tune Protect”) is officially a corporate member of the 30% Club Malaysia, a local chapter of a global business-led campaign focused on building an ecosystem of businesses to promote diversity, equity and inclusion with a focus on gender balance on boards and C-suites. This involvement is in line with two of Tune Protect’s sustainability commitments in achieving 50% women representation in the leadership team by 2023 and 50% of the critical roles will have successors identified from within the organisation also by 2023.

“Today, 40% of members of the Tune Protect’s Senior Leadership team are women, which brings us closer towards achieving the Group’s commitment outlined earlier. We are thrilled to be part of the 30% Club Malaysia and share the platform to further accelerate the diversity and inclusion agenda going forward. In Malaysia, Securities Commission has set a target for 30% women to be on the Boards of the top 100 listed companies by the end of 2020, however, as at March 2021, there is only 25.6% women on the Boards, which denotes that there is still room for improvement to increase women representation at corporate levels. At Tune Protect, we have surpassed the target with a 40% representation of women in our Board and will continue to be an advocate in promoting diversity, equity, and inclusion,” said Rohit Nambiar (“Rohit”), Group Chief Executive Officer of Tune Protect.

In achieving its commitment of having 50% women representation in the leadership team by 2023, Tune Protect has finalised the definition of the leadership team earlier this year and will be rolling out curated individual development plans for the identified women leaders by the year end. In addition to that, Tune Protect has also planned an organisational wide diversity deep dive exercise which will also look at women representation across various levels of the organisation.

To fulfil its commitment of having 50% of the critical roles succeeded from within the organisation, Tune Protect is currently undergoing a talent review exercise to earmark future leaders and map out their career progression within the organisation.

Launched in May 2015, the 30% Club Malaysia aims to activate Chairs and CEOs in corporates to be visible in adopting diversity, equity and inclusion best practices in their organisations as well as engage wider stakeholders with market influence through its activities.

“We are pleased to welcome Tune Protect Group Berhad as a Corporate Member of the 30% Club Malaysia; joining an expanding business ecosystem, working together towards a shared goal of diversity, equity and inclusion. The 30% Club Malaysia look forward to supporting Tune Protect Group Berhad, through practical and focused activities including access to knowledge, insights and best practices in advancing their diversity and inclusion agenda,” said Tan Sri Zarinah Anwar, Founding Chair, 30% Club Malaysia.

Tune Protect seeks to employ individuals who will make a positive contribution to the organisational objectives and to the core values of the organisation. Its hiring practices are guided by the principles of merit such as skills, knowledge, and behaviours, and in full support of a diverse workforce, regardless of gender, race, ethnicity, and age, among others.

“We want to create diversity within our team and through this collaboration with the 30% Club Malaysia, we believe that we will be able to provide the platform in building talent amongst our women and offer opportunities across different levels of our organisation including senior leadership positions,” Rohit concluded.

For more information about Tune Protect’s sustainability efforts and commitments, please visit the official website at www.tuneprotect.com/sustainability.

1 https://pulse.icdm.com.my/wp-content/uploads/2021/04/ICDM-BOARD-DIVERSITY-REPORT.v11.pdf?