CFSL Integrated Report 2025

STRATEGY & PERFORMANCE

67

Introduction

Group Overview

Leadership

Human Capital Report (Continued)

DIVERSITY, EQUITY AND INCLUSION

STRATEGIC IMPORTANCE •

Diversity is our strength and source of innovation. We bring together individuals from diverse regions, backgrounds, genders, age groups, and cultures, creating a workplace where every perspective is valued. Employees are treated with dignity, fairness, and respect, and given equal opportunities to grow. This inclusive culture drives collaboration, fosters a sense of belonging, and enables everyone to contribute meaningfully to our purpose and success.

What diversity and inclusion look like at Cim

Total Permanent Employees by Gender

FY 2025 Highlights

19.6%

INCLUSIVE CULTURE IN ACTION During the year, DEI moved from principle to practice. Efforts this year focused on expanding leadership pathways for women, equipping them with the skills, exposure, and opportunities to progress into senior roles, rather than simply increasing representation at lower levels. We formalised DEI practices across the organisation, embedding more inclusive language in job descriptions and recruitment materials, and implementing robust metrics to monitor our progress. This ensures that our workforce and talent pipeline reflect the diversity we aim to uphold. Our collaboration with the Global Rainbow Foundation (GRF) reinforces this commitment, promoting inclusion both within Cim Finance and the wider community.

6.4%

5.9%

68.1%

Female Representation at Management Level

20.63%

OUTCOME Leadership opportunities for women are strengthened, and the talent pipeline better reflects the diversity that Cim Finance values.

79.37%