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31SUSTAINABILITY REPORT 2021Training and Development Investment Breakdown by Learning Pillars(S million)ComplianceCompanySingtel .72.91.16.56.40.1Average Training Hours(hours)Singtel GroupSingtelFY202133.0FY202032.7Training andDevelopmentInvestmentSingtelFY2021: S 11.8 millionFY2020: S 14.6 millionTalent attraction and retentionThe key to securing Singtel’s future capabilities is toidentify digital talent early, enhance their experience andprovide an environment where they can do great work.Investment in continuous development of existing leadersis also critical. With these in mind, we have maintainedstrategic partnerships with tertiary institutions and leadingconsultants in Singapore and Australia.During the year, about 1,000 young talents werenurtured under various programmes, such as SingtelManagement Associates, NCS Nucleus 2.0, OptusGraduates, scholarships, apprenticeships and internships.Creating a positive experience is an endorsement of ourtalent branding among the young and future leaders.Our Talent Ambassador Programme provides such aplatform for our young talents to share with their friendsand schoolmates their strong testament to an excitingcareer with us.Optus43.514.640.2OptusFY2021: A 5.0 millionFY2020: A 7.8 million19.6Singtel GroupFY2021: S 16.8 millionFY2020: S 21.9 millionFor our existing leaders, we piloted leadershipdevelopment programmes, Nexus in NCS and ACE inour enterprise business unit, with about 600 leaders, andplan to roll out across the rest of Singtel next year. Thecurriculum is designed to strengthen their capability inleading with Accountability, leading Change and leadingwith Empathy. Coaching skills and guided practiceworkshops have also been incorporated, enablingleaders to adapt their leadership style, overcome culturalbarriers and foster mindset change. Similarly, the FutureShapers programme was piloted in Optus Networks andOptus Enterprise units for our leaders in Australia.Apart from learning and career developmentopportunities, we ensure that our remuneration andbenefits policies, among others, remain competitive toattract and retain talents. Despite the tumultuous year,employee engagement was up 10% from a year ago inthe annual Your Voice Survey 2020.Supporting the SGUnited Traineeships andSGUnited Mid-Career Pathways ProgrammesIn June 2020, when the job market was adverselyaffected by the pandemic, the Ministry of Manpower(MOM) and Workforce Singapore (WSG) introduced theSGUnited Traineeships (SGUT) and SGUnited Mid-CareerPathways (SGUP) programmes to support graduates andmid-career individuals in boosting their employability andgaining new skills.Former DPM speaking with SGUT trainee Clarence Neoh,an Associate with Corporate ProcurementUnder the programmes, we supported 535 trainees atboth Singtel and NCS for up to 12 months and receivedan 80% grant from the government, estimated at S 12 million in total, for stipends paid to our trainees. Thesetrainees were deployed throughout the company in various business functions.Given our active support, then Deputy Prime Minister Tharman Shanmugaratnam and former ManpowerMinister Josephine Teo visited us on 15 December 2020. We shared how we drove recruitment, the typesof roles available, our trainees’ profiles and the various training programmes we provided to boosttheir employability.

618721,30943As at 31 March 2021, female employees accounted for 34% of our total workforce, comprising 35% in Singapore and31% in Australia.They representedmanagement positions in the Group.3 28% of top management and 28% of middle4Figure 3: Female Executives in the Singtel GroupSingtel GroupSingtel28%FY202134%Top Management17%33%Singtel Our Sustainability Approach26%FY2020OptusAbout this Report Contents32Middle ManagementSingtel611,3943MaleTotal: 2,031487203OptusFemaleTotal: 1,053People and Future of WorkFigure 5: Voluntary and Involuntary Turnover by GenderVoluntaryTotal: 2,592Singtel - 1,635InvoluntaryTotal: 327Optus - 957Singtel - 36Optus - 34612100Sustainable Value CreationSingtel Named Employer of Choice in AsiaCommunity ImpactVoluntaryMaleFemaleClimate Change & EnvironmentFigure 4: New Hires by Gender(Total: 3,084)Singtel was recognised as the Employer of Choice in Asia at the HR FestAwards 2020 for being an all-rounder in our HR practices. We were laudedfor our excellent work-life balance initiatives, rewards schemes, diversity andinclusion policies, talent management, succession planning and training anddevelopment programmes. This is a result of our strong focus on employeeengagement as we recognise its correlation to employee and customersatisfaction as well as business results. The success of our policies and effortsare reflected in various forms such as a high staff engagement score.AppendixWe continue to invest in and provide our employees with development andcareer opportunities. We want to create a highly engaged and dedicatedworkforce and help our people achieve their full potential professionallyand personally.SINGAPORE TELECOMMUNICATIONS LIMITED

33SUSTAINABILITY REPORT 2021GENDER DIVERSITYSupporting a genderbalancedworkforce and equalopportunitiesat all levels across theorganisationEnsuring anequitableremunerationstructure that hasno gender biasA Diverse andInclusiveWorkplaceRecognisingthat everyone has valuableand productive abilities;and aspiring to buildlong-term opportunitiesfor personswith disabiltiesRespecting andsupporting theneeds of peoplewith differingabilitiesDIFFERINRecognisingthat needs andfamilydependenciesvary at differentlife stages, andeven across thegeographies weoperate inG ABILITIESFigure 6: Singtel Group’s Diversity and Inclusion FrameworkCULTIVATING AN INCLUSIVECULTURE THAT EMPOWERSA diverse workforce brings perspectives and creativity tothe table that trigger new ideas, promote innovation anddrive breakthrough performance.We are committed to upholding and protecting thehuman rights of all individuals through a culture of trust,respect and inclusion at Singtel. We do not discriminatebased on their backgrounds, beliefs and abilities forreasons including gender, race, age, disabilities orirrelevant criminal record.We continue with our efforts to increase therepresentation of women in our senior leadership andtechnical roles. Diversity and Inclusion Councils inSingapore and Australia with leadership representationhave been established to accelerate this agenda.In line with our Singtel Group Code of Conduct, weare committed to providing employees with a workenvironment that is conducive, safe and free fromdiscrimination and harassment. We also prohibit anyform of retaliation against any person for making reportsin good faith concerning allegations of discrimination,harassment, violation of the Code of Conduct or anyother allegation of improper behaviour.Grievance mechanisms are maintained to allow ourstakeholders, including employees, to raise genuineconcerns and report any adverse human rights impactthat may happen within our operations and supplychains. Our Whistleblower hotline allows employees,contractors and others to report any grievance orconcern through an independent channel. If we causedor contributed to human rights harm, we will ensure duediligence, proper review and prompt implementation ofcorrective and preventive measures.Top on our agenda is to create a vibrant workforce,one with multi-faceted backgrounds and experiences,through our diversity and inclusion policies and practices.We commemorated International Women’s Day 2021with a ‘Winning with Diversity’ campaign, comprisingrelated webinars and special features on our femalecolleagues who are role models and inspiration for many.Chen Hong, Vice President of Corporate Systems and Test ManagementOffice, Group IT

Commitment to Accessibility and InclusionWe focus on four priority areas:1. Enabling Work to foster an accessible, supportiveand inclusive workplace with equal opportunitiesfor everyone to participate2. Enabling Customer Experience by ensuring our products, services and support are accessible to customerswith disabilities4. Enabling Innovations that enable the development of assistive and enabling technologies that supportindependent living and employabilityOur gender diversity efforts have been recognised bythe 2021 Bloomberg Gender-Equality Index for the thirdconsecutive year. We were also included in the RefinitivGlobal Diversity & Inclusion Index 2020 for the secondtime. The ‘Singapore 100 Women in Tech’ 2020 list,which celebrated the contributions and achievements ofwomen in the tech sector, included former Singtel GroupCEO Chua Sock Koong and Wynthia Goh, Head of NextDigital, NCS.In Australia, we partnered the Australian Networkon Disability (AND) by connecting jobseekers withdisabilities to Optus senior leaders through the PACEMentoring programme. In 2020, we participated inthe Stepping Into programme, AND’s paid internshipscheme that matches talented university studentswith disabilities with roles in leading businesses. Bothprogrammes provide an opportunity for us to tap intofuture talent pools to drive better customer outcomesand innovation locally.Launch of the Optus purposeDuring the year, we developed a distinctive Optusculture, which has our purpose and vision at the core,to attract the best people to work for us and supportour customer-centric strategy. We also defined eightcritical people behaviours that define our success.SINGAPORE TELECOMMUNICATIONS LIMITEDAppendixExamples of these behaviours include taking ownership and following up, and articulating implications beforeacting, where we remind our people to pause and reflect before engaging.Sustainable Value CreationTo support Australia’s vulnerable communities includingIndigenous Australians while enhancing our talentpipeline, we partnered CareerTrackers, a national nonprofit organisation that supports the long-term careeraspirations of Aboriginal and Torres Strait Islanderuniversity students. It links employers with studentsto prepare them for success at university and theirchosen profession in their respective communities. Weonboarded Indigenous Australian students on a 12-weekpaid internship during the year.Community ImpactIn Singapore, Singtel played an active role in connectingwith the broader ecosystem of partners to advancethe disability employment agenda. We were one ofeight companies that founded the SBNoD to advanceequitable employment opportunities for persons withdisabilities. As its co-chair, we continued to support SGEnable’s mentorship and internship programmes fortertiary students with disabilities, as well as universitycareer fairs and CV clinics. Against the backdrop ofCOVID-19, a series of webinars were convened todiscuss best practices and strategies to support disabilityinclusion going forward.Through The Valuable 500, a global movement thatseeks to place disability on the global leadership agenda,Singtel was one of the first companies in Singapore toleverage our corporate assets, networks and resources tocatalyse disability inclusion locally and globally.People and Future of WorkIn Singapore, the Singtel-Singapore University ofTechnology and Design (SUTD) Women in TechScholarship was launched during the year to inspirefemale talents to pursue a science, technology,engineering and mathematics (STEM) career. Thisprogramme aims to groom future female leaders in ICT.Climate Change & Environment3. Enabling Communities by connecting people with disabilities to reach their potential through our digitaltechnologies and innovative community programmesOur Sustainability ApproachIn line with our commitment to be a disabilityconfident employer in Australia, we developed arenewed Optus Accessibility and Inclusion Action Plan2020-2023 to guide us in building an inclusive andaccessible workplace for our people, customers andthe communities we serve.About this Report Contents34

35SUSTAINABILITY REPORT 2021People Performace IndicatorsPEOPLESINGTELSINGTEL Total employees by genderTotal employeesTotal employees by employment contract and genderRegular employees ,854Contract employees (Male)1,0661,1921,50611571741,1811,2631,580Regular employees 268Contract employees (Female)662560598674946729609644Total regular employees by employment type and genderFull time ,724Part time (Male)8724547632686555639710Full time 220Part time (Female)11921507577671518586692 30 years old19%20%20%20%23%24%19%21%21%30-49 years old62%61%61%60%59%59%61%60%60% 50 years old20%19%19%20%18%17%20%19%19%Total employees by age groupGender mix by employee category (% female)Operations and 2%32%30%29%29%31%30%31%Middle and Top Management34%34%34%22%22%22%28%28%27%- Middle Management34%34%34%23%22%22%28%28%28%- Top Management34%33%31%17%10%9%28%26%24%1:10.99 : 11 : 0.981 : 0.941 : 0.951: 0.961 : 0.971 : 0.971 : 0.98Professional0.96 : 10.96 : 10.97 : 10.94 : 10.95 : 10.95 : 10.95 : 10.95 : 10.95 : 1Middle Management0.95 : 10.96 : 10.97 : 10.99 : 10.97 : 10.97 : 10.97 : 10.97 : 10.97 : 1Operations and Support1 : 0.991 : 0.961 : 0.981 : 0.940.99 : 10.91 : 11 : 0.971 : 0.980.97 : 1Professional0.98 : 10.99 : 10.99 : 10.89 : 10.93 : 10.91 : 10.95 : 10.96 : 10.95 : 1Middle Management1 : 0.941 : 0.871 : 0.850.95 : 10.95 : 10.90 : 11 : 0.971 : 0.981 : 0.96New employee hires15.5%14.1%15.7%15.2%23.1%18.6%15.3%17.6%16.8% 30 years old6.4%6.2%7.5%6.0%11.5%10.1%6.2%8.3%8.5%30-49 years old7.9%7.4%7.6%7.7%10.2%7.3%7.8%8.5%7.5% 50 years 5.0%5.7%7.6%6.8%5.2%5.8%5.6%Salary ratio (female:male) 1Operations and SupportBonus ratio (female:male) 2New employee hires by age groupNew employee hires by gender

PEOPLESINGTELSINGTEL .2%5.1%5.9%4.5%5.9%6.4%4.3%5.4%6.1% 30 years old30-49 years old 50 years oldEmployee turnover by .8%2.6%S 14.6S 15.6A 5.0A 7.8A 10.7S 16.8S 21.9S .020.919.829.129.427.6Operations and erage training hours per employeeAverage training hours by genderAverage training hours by employee category28.632.010.914.817.4Total man hours worked (million)27.6--13.1--40.7--Workplace injury incidence rate(per 1,000 employees) 4,50.80.81.52.62.32.21.51.41.8Workplace injury frequency rate(per million hours worked) 4,50.40.40.71.51.41.30.70.70.9Workplace injury frequency rate (Male) 4,50.40.20.61.61.61.40.80.70.8Workplace injury frequency rate (Female)0.60.91.30.81.00.60.70.9Workplace injury severity rate 4,50.310.07.912.919.08.916.712.98.214.1Workplace injury severity rate (Male) yee health and safety .0200.019Absenteeism rate 6Absenteeism rate 0260--00-0----Total occupational disease casesTotal occupational disease cases (Male)0--00-0Total occupational disease cases (Female)0--00-0--0.04--0--0.02--000000000High consequence injury rate(per million hours worked)FatalitiesSINGAPORE TELECOMMUNICATIONS LIMITEDAppendix1. Based on average monthly salary of regular employees.2. Based on average annual bonus of regular employees.3. Workplace safety and health metrics are based on the International Labour Organization (ILO) definitions, subject to country definition of lost work shifts e.g. Optus excludesweekends from medical leave when calculating these rates.4. Optus FY2020 figures have been adjusted to include a case in Australia which happened during that year but recognised by the insurance company only in FY2021.5 Based on ILO’s definition this excluded time lost as a result of an Optus employee’s permanent incapacity for work. There was one claim in February 2020 due to a brain aneurysm.This is an injury not caused by an incident at work but rather it occurred while the employee was at work. The employee is not expected to be able to return to work.Sustainable Value Creation14.1Absenteeism rate4.55.5Workplace injury severity rate (Female)Community Impact39.624.4Middle Management and abovePeople and Future of Work0.1%S 11.8InvoluntaryTotal training investment ( million)Climate Change & Environment202015.7%Our Sustainability Approach202113.2%Employee voluntary turnoverEmployee turnover by age groupAbout this Report Contents36

37SUSTAINABILITY REPORT 2021CommunityImpactThe Singtel Group is committedto driving positive and sustainablechange for our communities,particularly the vulnerable andunderserved groups, in themarkets where we operate.The Singtel Group strongly supports the advancementof the communities we operate in. We are guided byour strategic community investment framework, whichis shaped by our regular materiality review and closeengagement with the social service sector.Digital Enablement is at the core of our communityimpact strategy as we recognise that our ICT capabilityand competence, product technology and innovationcan make a positive and lasting impact. It will also be themain driver to address key material topics like OnlineSafety as well as Education and Employability identifiedby our latest materiality review and stakeholderengagement exercise.Our focus on Equity and Inclusion demonstrates thecompany’s commitment to support the vulnerable,persons with disabilities and disadvantaged families andcommunities.Together with our partners, we develop and implementprogrammes and staff engagement initiatives thatleverage the company’s collective resources of digitalservices, corporate competence and staff expertise tocreate meaningful impact in the community.To enable the inclusionand well-being of pe

and salary costs throughout the 24-month on-the-job-training (OJT) curriculum. To support Singtel's foray into emerging technologies such as AI/ML, and specifically 5G, an internal 5G Workforce Transformation Committee was set up to strategise, plan and execute a roadmap to train and convert 2,300 employees and 150 new hires over two