of individuals with diverse backgrounds, talents and expertise, all strategically aligned with the company’s objectives. Moving forward, we are poised to introduce our comprehensive stance on labour rights. This initiative will employ a centralised and structured approach to safeguard the labour rights of our employees, emphasising key aspects such as diversity and inclusion, fair wages and benefits, upskilling and education, equitable treatment, safety and health, anti-corruption measures and a resolute stance against forced labour. This empowers our employees to chart their competency development in alignment with the learning journey identified for their respective roles. The effectiveness of the employees’ learning journey is further monitored through annual assessment cycles to gauge their proficiency levels over time. Both the employees and management are given the platform to discuss and identify anyfurther improvement areas, which are needed in supporting the energy transition agenda. Through this exercise, TNB achieved an Organisational Competency Index of 87.8% in 2023. Capability Building Succession Management Diversity & Inclusion knowledge from challenging experiences and assignments 70% from developmental relationships 20% from formal training and coursework 10% SUSTAINABILITY DISCLOSURES ON MATERIAL MATTERS TENAGA NASIONAL BERHAD Integrated Annual Report 2023 104 Extended Study Programmes Our employees are provided with the opportunity to further their academic studies through our study sponsorship initiative, which includes support for both undergraduate and postgraduate programmes. Additionally, we offer an in-house Employee Academic Development Programme. From 2021 to 2023, a total of 220 TNB employees actively participated in these programmes, reflecting our commitment to their continuous learning and development. This initiative represents a substantial investment, totalling RM1.2 million. In summary, we continue to invest in our workforce capabilities: Professional Certification The