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Managing & Developing TalentPILLAR 1: HUMAN CENTRICESR Group LimitedEnvironmental, Social and Governance Report 202427Mentoring and coaching are also offered as part of ESR%u2019s career development framework, helping employees achieve their performance goals and develop core competencies. Additionally, post-training feedback is collected to refine future training programmes, enhancing their relevance and effectiveness. In 2024, 93% of employees received regular performance and career reviews, demonstrating our commitment to employee development.Beyond internal training, ESR provides opportunities for employees to participate in cross-market and cultural collaborations, join functional taskforces and undertake overseas assignments. These initiatives allow employees to broaden their capabilities and gain exposure to diverse experiences across the Group.To nurture the next generation of industry leaders, we further enhanced the ESR Group Get Ahead Internship Programme (%u201cGAIN%u201d). This programme is designed to provide students with meaningful, hands-on experience in the real estate sector while positioning ESR as an %u2018Employer of Choice%u2019. The programme focused on Singapore and provided valuable exposure to 24 university and polytechnic students from diverse racial and socioeconomic backgrounds in the second year. Interns gained relevant work experience across ESR%u2019s businesses, including Data Centres, Infrastructure and Property Management, with operational exposure tailored for Engineering and Facilities Management students. The programme also focuses on building a future talent pipeline, ensuring a steady flow of skilled professionals for ESR, as well as the broader industry. This initiative reflects ESR%u2019s commitment to developing talent not just for immediate roles, but also to support the long-term growth of the real estate sector.Career DevelopmentAt ESR, fostering the growth and professional development of our employees is a core priority. We are dedicated to providing tailored training and learning opportunities that span technical knowledge, professional qualifications and soft skills. These are delivered through a variety of methods including formal and informal training sessions, on-thejob training, coaching, feedback and learning from peers. Recognising the importance of continuous development, the Group also implements various learning and development programmes to equip employees with the skills needed for both professional and personal growth.To support this, a structured approach to goal setting and performance reviews is in place. Formal targets are established and assessed for employees across the Group, ensuring alignment with both short- and long-term career development goals. These targets are Specific, Measurable, Achievable, Relevant, and Time-Bound (%u201cSMART%u201d), closely linked to the Group%u2019s business strategies, objectives and values. During performance reviews, employees receive actionable feedback from managers on their progress and areas for improvement. Strategic training needs are then identified to bridge skill gaps and prepare employees for future opportunities. Employees are encouraged to discuss their aspirations with their managers and propose relevant training or developmental courses.CommunicationWe have introduced a revamped %u201cmyESR%u201d, a centralised intranet hub designed to enhance communication and engagement across the Group. This upgraded platform provides employees with seamless access to essential resources, improves navigation through dynamic links and announcements, and serves as a knowledge hub for business intelligence. By streamlining the flow of information, myESR enables more effective collaboration and supports the development of a strong, unified ESR culture. Regular updates found on ESR Connect are shared with employees and recorded on myESR to ensure consistent communication and accessibility of key organisational updates.