Oversight and Responsibilities Our regional human resources departments are responsible for managing our workforce development initiatives, with ultimate oversight by the executive vice president and chief financial officer. Policies • Team Member handbooks Targets and Commitments Sands is committed to investing $200 million in workforce development by 2025 to enable career progression for our Team Members and promote advancement of the talent pool in the hospitality industry. Our workforce development initiatives support UN SDG 5: Gender Equality, UN SDG 8: Decent Work and Economic Growth, and UN SDG 10: Reduced Inequalities. To provide transparency, we disclose our performance in alignment with SASB Standards and through the S&P Global CSA. Strategy Whether focused on our own Team Members, future employees or the broader local workforce, we are dedicated to advancing career prospects and earning power through five categories of development: hospitalityrelated hard skills, business-related soft skills, personal well-being, hospitality and workforce education, and advancement of underrepresented groups. Team Member Advancement and Personal Development: We help our people succeed through training, development and a strong physical, mental and social foundation. Supplier Engagement: We provide resources and tools that enable suppliers and partners to increase business opportunities. Hospitality Education and Job Skills: We support higher education and learning programs for hospitality professionals and the local labor pool. Training and Communications Our training and development initiatives help facilitate career progression at every stage and are complemented by programs that foster overall physical, mental and social well-being. Developmental programs and benefits are communicated in our Team Member handbooks and online platforms. In Macao, Sands China offers 20 talent-development programs along with educational sponsorships, vocational competitions and mentorships. In Singapore, Marina Bay Sands provides Team Members with access to 100-plus Workforce Singapore training modules and more than 50 in-house training programs. Both regions also support cross-functional empowerment initiatives that enable Team Members to diversify their skill sets and pursue career opportunities within the company. Evaluation and Adjustments We evaluate our performance on an ongoing basis, leveraging regional human resource information systems. Data tracking, visualizations and pulse surveys on various topics inform our people management programs and processes. Team Members have accessible avenues for reporting grievances directly to management or through an anonymous ethics portal. We employ a robust and confidential fact-finding process to review reported issues and determine if any remedial measures are needed. We also maintain an open and ongoing dialogue with local labor unions to address opportunities, emerging topics and areas of concern. Sands manages, reviews and recognizes Team Members, as well as helping plan career pathways, through a three-part performanceappraisal program. This approach allows managers to provide ongoing measurement, feedback and coaching related to job performance and career progression. MANAGEMENT APPROACH WORKFORCE DEVELOPMENT Sands China celebrates Chinese New Year APPENDIX GOVERNANCE SOCIAL ENVIRONMENT OUR PERFORMANCE INTRODUCTION OUR STRATEGY 69 CLOSING
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