ESR Cayman ESG Report 2021

PEOPLE ARE OUR GREATEST ASSET Co-CEOs engagement with staff Employee engagement and communication are core priorities for our Co-CEOs. In-Conversation with Stuart Gibson, Co-CEO Our Co-CEO, Stuart Gibson, hosted two In-Conversation sessions, one with colleagues from South Korea and another one with our Singapore colleagues. These sessions provide the opportunity for open communication between our employees and senior leaders, and in a more casual setting where they can get to know one another better through mingling and networking time. Through this platform, senior leaders also share insights on the logistics real estate industry and ESR’s business strategies. Equally if not more important, employees are invited to share their views and ask questions. China CSR effort led by Jeffrey Shen, Co-CEO Employee Engagement through our work in Corporate Social Responsibility (“CSR”) is another channel that promotes connection between senior leaders and our employees, where our people have the opportunity to work on a community initiative together and get to know each other better outside of the work context. Aligned with our vision for sustainable development, we are committed to supporting admirable causes that drive positive change. Co-CEO Jeffrey Shen led members of our China team to participate in a CSR initiative to support the teachers and students of Jin Niu Elementary School in the Yangbi Autonomous County of Yunnan Province in their efforts to resume normal classes following the impact of an earthquake. Our team engaged in extracurricular activities and small class teaching as part of the ESR Future Classrooms programme. Senior leaders and employees who took part in the event shared that it was a meaningful experience to contribute to a community in the market we operate in. Career Development We have put in place structured performance review with target setting and formal annual review with focus on development areas. Employees receive feedback from their managers on performance and areas for improvement during this annual exercise, which aims to support our employees in achieving their performance goals and continuously developing their competencies. Our approach to leadership development combines formal training with mentoring and career coaching. On the other end with recruitment, we have partnered with National University of Singapore and Nanyang Technological University to offer internship programmes to students. Through students’ internships with ESR, we hope to provide insight into the real estate industry and develop potential future talents. Culture of Active Learning We value a culture of active learning and support our employees through access to different types of training. Training activities in our regional offices entailed online training and learning forums on topics including risk management, cyber security, soft skills and ESG awareness. In China, we arranged a 7-day AutoCAD certificate training programme to upskill project and property staff. In Australia, we obtained corporate membership to the Property Council of Australia, which provides our staff access to its comprehensive learning academy and professional development events. Compulsory training for all our directors and staff includes periodic anti-corruption and compliance training. In December 2021, there was a regulatory update by the external legal counsels to the directors on topic relating to corporate governance standards, including anti-corruption. For the staff, they are required to complete the assigned compliance e-learning courses annually. Regional offices regularly promote training opportunities, including job-related training, such as those relating to new regulations and external certification courses. Regional offices also cover employee training expenses for professional membership and examination fees, as well as participation in external training programmes and industry conferences. Total Rewards Strategy We review remuneration annually to evaluate individual performance. We also assess remuneration to be competitively aligned to the market to reinforce a pay for performance culture. Beyond mandatory requirements in local employment law, our local offices offer a range of benefits from paid vacation, medical and family leave, to insurance and retirement saving schemes. ENVIRONMENTAL, SOCIAL AND GOVERNANCE REPORT 2021 17 PILLAR 1: HUMAN CENTRIC