• Efficient Resource Use
• Emissions Reduce
• Waste Management

(GRI 301–306: Materials, Energy, Water, Emissions, Waste)

The Group creates environmental value by improving resource efficiency and reducing environmental impact across operations.

Key contributions include:

• reducing emissions through flexible working arrangements,
• optimizing energy and water consumption,
• digitizing processes to minimize material use, and
• ensuring proper disposal of e‑waste through certified vendors.

These efforts contribute to lower carbon footprint and responsible resource management.

• Health & Safety
• Diversity & Inclusion
• Employee Development

(GRI 403, 404, 405, 412: Health & Safety, Training, Diversity, Human Rights)

Value is created by fostering a safe, skilled, and inclusive work environment.

This includes:

• maintaining zero-fatality workplaces,
• providing continuous training and development opportunities,
• ensuring equal opportunities with zero discrimination incidents, and
• upholding human rights across operations and supply chains.

A committed workforce strengthens the Group’s capability, resilience, and service quality.

• Ethical Practices
• Risk Management
• Data Privacy

(GRI 102‑18, 2‑23, 102, 205, 418: Governance, Ethics, Risk, Anti‑Corruption, Privacy)

OpenMove AI Berhad creates governance value by ensuring transparency, ethical conduct, and robust oversight.

This is achieved through:

• Effective Board governance,
• Strict adherence to values, standards, and codes of conduct,
• Structured risk management,
• Zero-tolerance policy on corruption, and
• Strong customer data privacy protection.

These practices build trust with stakeholders and enhance long-term reputation and accountability.

Anti-bribery and anti-corruption policy (ABAC Policy)

OMAI’s ABAC Policy provides guidance to all employees and external parties on complying with anti-bribery and corruption laws. The system covers all forms of bribery – offering, giving, receiving or soliciting any undue advantage, whether financial or non-financial, directly or indirectly. The policy also addresses requirements under Section 17A of the Malaysian Anti-Corruption Commission (MACC) Act ensuring that the company implements adequate procedures in line with T.R.U.S.T principles (Top-level commitment, Risk assessment, Undertake control measures, Systematic review/ monitoring/ testing, and Training & communication).

Annual refresher training is conducted and anti-bribery and corruption awareness is incorporated into the induction programme for new employees. Awareness is strengthened through regular communication and engagement activities within the company.

OMAI conducts an annual Anti‑Bribery and Corruption (ABC) risk assessment, which identifies departments with higher exposure to bribery and corruption risks. Departmental SOPs are in place to ensure appropriate controls and compliance with the ABAC policy, and annual audits are performed across all departments to verify the effectiveness of these measures. There were zero reported cases of bribery or corruption in 2025.

Third parties are required to comply with the anti‑bribery and anti‑corruption clauses incorporated into their agreements with the company. They must commit to avoiding any form of bribery or corruption and report any suspected misconduct through the company’s whistleblower channels

Whistleblowing policy and procedures

The whistleblowing mechanism is established to ensure that employees and other stakeholders have a safe avenue to report concerns related to improper conduct without fear of retaliation or intimidation. The process is guided by the company’s Whistleblower Policy, which is shared with all employees and made accessible through the company’s official communication channels.

Oversight of whistleblowing matters is carried out by the Chairperson of the Audit and Risk Management Committee (ARMC), the Chief Executive Officer (CEO), the Head of Internal Audit, and any other officer appointed by them. These individuals are responsible for receiving, reviewing, and addressing reports related to suspected misconduct.

Reports or concerns can be submitted confidentially through the company’s designated whistleblowing channels, either by emailing the Chairperson of the Audit & Risk Management Committee and the CEO at whistleblowing1@openmove.ai or emailing the CEO and the Head of Internal Audit at whistleblowing2@openmove.ai, or by submitting the Disclosure Form provided in the policy.

Disclosures are directed to the appropriate senior officers based on whether the allegation involves management or non‑management personnel, ensuring proper oversight, confidentiality, and timely review. The company remains committed to protecting whistleblowers from any form of retaliation and to fostering a transparent and accountable corporate environment.

Risk Management

OMAI has an established risk management framework that ensures risks are systematically identified, assessed, monitored, and managed across the company. The Risk Management Committee (RMC) meets quarterly to review the company’s risk profile, evaluate control effectiveness, and assess emerging risks, including governance, operational, financial, regulatory, and sustainability‑related risks. Key findings and recommendations from the RMC are formally reported to the Audit & Risk Management Committee (ARMC), which provides independent oversight and guidance to ensure robust governance practices, management accountability, and effective internal controls.

The company maintains documented policies and procedures, clear reporting lines, and structured escalation processes to support consistent risk management practices at all levels. Senior management is responsible for implementing risk mitigation actions, while the Board (through the ARMC) oversees overall risk governance, ensuring transparency, ethical conduct, business continuity, and alignment with stakeholder expectations. This integrated approach reflects the company’s commitment to sound governance, continuous improvement, and long‑term resilience.

To better understand and manage the carbon intensity of our electricity use, we use the Peninsular Malaysia electricity grid Emission Factor (EF) of 0.758 tCO₂/MWh as our baseline benchmark, in accordance with the official EF published by the Malaysian Energy Information Hub (MEIH). This benchmark is used to calculate and compare our operational Emission Factors for 2023, 2024 and 2025. Our results show a significant improvement compared to our baseline:

This demonstrates substantial progress in reducing the carbon intensity of our electricity consumption, supported by operational efficiencies, digital optimization, and workplace flexibility.

In recent years, OpenMove AI Berhad introduced flexible working arrangements to reduce peak‑hour commuting, which contributed to a 33.28% reduction in estimated CO₂ emissions from employee travel. This was calculated using collected commuting data, estimated time savings, and recognized emission‑per‑kilometer factors.

Additional efforts include refining our energy‑related monitoring processes, improving workplace practices that minimize energy use, and supporting flexible work arrangements that help reduce travel‑related emissions.

As our business grows, we will continue to explore further ways to reduce our emissions footprint, enhance energy management practices, and strengthen our environmental stewardship through responsible operational choices and continuous improvement in our emissions monitoring systems.

In recent years, OpenMove AI Berhad introduced flexible working arrangements to reduce peak‑hour commuting, which contributed to a 33.28% reduction in estimated CO₂ emissions from employee travel. This was calculated using collected commuting data, estimated time savings, and recognized emission‑per‑kilometer factors.

Additional efforts include refining our energy‑related monitoring processes, improving workplace practices that minimize energy use, and supporting flexible work arrangements that help reduce travel‑related emissions.

As our business grows, we will continue to explore further ways to reduce our emissions footprint, enhance energy management practices, and strengthen our environmental stewardship through responsible operational choices and continuous improvement in our emissions monitoring systems.

OpenMove AI Berhad monitors water consumption across our office operations to ensure responsible use of resources and to identify opportunities for improved efficiency. Our water footprint is relatively small due to the nature of our business; however, we remain committed to tracking consumption and associated emissions in a consistent manner.

Water‑related emissions are calculated using the recognized emission factor of 0.344 kg CO₂e/m³, based on published academic references. Annual consumption and emissions are summarized as follows:

These results show a reduction in water consumption in 2025, largely attributed to improved office utilization practices following our relocation and ongoing employee awareness on responsible resource use.

We will continue to monitor water usage annually and ensure that data is accurately reported in line with ESG expectations.

In line with our commitment to responsible waste management and pollution prevention, OpenMove AI Berhad ensures that all operational waste is handled safely, legally, and in accordance with environmental regulations. Following our relocation to Menara UAC, we strengthened our waste management practices by engaging certified and licensed waste‑handling service providers.

To ensure the proper destruction of confidential documents and office materials, we engaged UEP Green Resources Sdn. Bhd., a certified waste management vendor. A total of 3,687.10 kg of confidential documents were securely shredded and destroyed across two sessions on 26 and 28 March 2025, as documented in Certificate No. UEP250328‑01. This ensures full compliance with data protection requirements and responsible disposal of paper‑based waste.

Separately, as part of our effort to responsibly manage electronic and IT‑related waste, we conducted a dedicated disposal exercise for end‑of‑life IT equipment. The scheduled waste was collected and processed by Sun Soon Yik Sdn. Bhd. (P2), a licensed recovery and disposal facility authorized under Malaysian environmental regulations. A total of 2.281 metric tonnes of electronic waste (Waste Code SW110) was transferred for proper treatment under Consignment Note CN/2025/212928, dated 6 October 2025.

These efforts demonstrate our commitment to minimizing environmental impact, reducing pollution risks, and ensuring that both general office waste and electronic waste are managed responsibly through accredited service providers.

We are committed to treating the personal data of every customer with care and respect by upholding their rights in relation to the collection, use, access, and disclosure of their personal data. These commitments are outlined in the data protection policies of all our operating units and portfolio companies that handle customer data, each of which is prepared in accordance with applicable data privacy laws.

We support our commitment to data privacy with strong cybersecurity procedures to ensure safe handling of customers’ personal data. We have implemented measures to prevent data loss, unauthorised access, misuse, or disclosure, and we review these measures regularly. All relevant parties must follow these controls, monitor data, manage access rights, and classify data to ensure the right level of protection based on risk.

OpenMove AI Berhad emphasises strong cybersecurity measures to prevent and reduce risks related to data loss. Our Privacy Policy Statement is prepared in accordance with the Personal Data Protection Act 2010 (PDPA) and outlines how we handle and protect customer data.

We implement clear procedures to safeguard personal data, including controls to prevent unauthorised access, misuse, alteration, or disclosure. These measures are reviewed regularly. All relevant personnel must follow these controls and are responsible for monitoring data, managing access rights, and ensuring appropriate data classification based on risk levels.

We aim to obtain ISO 27001:2022 certification for the information security environment of Rexit Software Sdn Bhd and Reward‑Link.com Sdn Bhd, strengthening our commitment to safeguarding data and ensuring robust security controls across our operations. The certification will cover the following scopes:

• Rexit Software Sdn Bhd (RSW): Provision and development of Software as a Service (SaaS), implementation services, and support services provided to customers.
• Reward‑Link.com Sdn Bhd (RL): Provision and operation of the EINSURANS integration platform and gateway services connecting insurance industry customers with the JPJ.

Achieving ISO 27001:2022 will reinforce our efforts to protect customer information, enhance operational resilience, and ensure continuous alignment with international information security best practices.

Any cases requiring investigation will be managed in accordance with our Incident Response Guideline. All employees are required to complete annual refresher training on cybersecurity and data privacy.

In 2025, OpenMove AI Berhad continued its commitment to community wellbeing through a volunteer initiative with Kechara Soup Kitchen, supporting underserved families in need. During this activity, employees assisted in preparing and distributing food bags to over 14 underprivileged families.

A total of 26 employee volunteers participated, contributing 4.5 hours each to the programme. The team distributed 14 food bags , total RM4,500 containing essential groceries. This initiative reflects our continued efforts to support vulnerable communities and encourage meaningful staff participation in social outreach programmes.

In addition, as part of our environmental stewardship and to promote a culture of care for the natural environment, OpenMove AI Berhad organised a beach clean‑up activity during our team‑building event. This initiative encouraged employees to actively contribute to reducing marine litter while strengthening teamwork and environmental awareness.

During the activity, employees worked together to collect rubbish along the shoreline, helping to restore the cleanliness of the beach and reduce pollution that can harm marine ecosystems. A total of 58 employees participated in the cleanup, resulting in the collection of 9 trash bags, with an estimated 5 kg of waste removed from the area.

This initiative reflects our commitment to environmental responsibility and community contribution, while also fostering team engagement in purposeful activities.

As an equal opportunity employer, we foster an inclusive workplace culture that values and supports a diverse workforce. We are committed to upholding non‑discriminatory practices across all our operations and believe that diversity, equal opportunity, and inclusion strengthen our ability to innovate and grow.

Our aim is to build an ideal workplace where individuals of different ethnicities, cultures, religions, socioeconomic backgrounds, abilities, and talents can come together, collaborate effectively, and contribute positively to the Group’s long‑term success.

We practice strict non‑discrimination across the Group, regardless of age, race, ethnicity, gender, nationality, religion, disability, social background, sexual orientation, union membership or political views. This applies to all employees, including the selection of Board members and senior management, where merit and capability are prioritized.

Our Code of Conduct and Human Rights policy outline our commitment to fair treatment and equal opportunity in every stage of employment - recruitment, development, appraisal, promotion and retirement.

We do not have a formal gender diversity policy but ensure fair and equal treatment for all candidates. Appointments are based on merit and objective criteria with consideration for the benefits of diversity.

As at 31 December 2025, we employed about 87 people. Malaysians made up 98.85% of the workforce, reflecting the country’s diverse ethnic composition. Our gender ratio was 26.44% female and 73.56% male. The age distribution was 41.38% below 30 years, 43.68% aged 30–50, and 14.94% above 50. Our total workforce increased from 64 employees in 2024 to 87 employees in 2025, representing a 35.94% growth driven by increased business activities.

No formal complaints related to discrimination or unfair treatment were received in 2025. More detailed workforce data is available in the performance section of this report.

In 2025, OpenMove AI Berhad continued its commitment to community wellbeing through a volunteer initiative with Kechara Soup Kitchen, supporting underserved families in need. During this activity, employees assisted in preparing and distributing food bags to over 14 underprivileged families.

Training performance summary 2025

These indicators demonstrate our ongoing commitment to employee development and the cultivation of a high‑performing workforce.

Training programmes attended in 2025

Employees participated in a broad range of programmes designed to strengthen both technical and soft‑skills competencies. Training topics included:

• Technical & Functional Competencies
• Compliance & Governance
• Soft skills & leadership development
• Industry-specific/ vendor-led training

This diverse set of learning opportunities ensures employees remain equipped with the skills needed to meet evolving business demands.

Our commitment to talent development

We remain focused on strengthening employee capabilities by offering structured learning programmes, relevant upskilling opportunities, and continuous professional development support. Our long‑term talent strategy aims to:

• Enhance technical depth in key operational areas
• Promote leadership readiness across teams
• Encourage continuous learning and self‑development
• Equip employees to contribute effectively to business growth

Through these efforts, OpenMove AI Berhad continues to build a resilient, adaptable, and future‑ready workforce.

Why does it matter?

Ensuring a safe and healthy working environment is essential to protecting the wellbeing of employees, contractors, and visitors. A strong occupational safety and health (OSH) culture reduces workplace risks, prevents injuries and illnesses, supports productivity, and ensures compliance with the Occupational Safety and Health Act 1994 (Act 514) as outlined in our OSH Policy.

As a technology‑based organization operating primarily in an office environment, our emphasis is on proactive hazard prevention, emergency preparedness, and continual improvement of workplace safety systems.

Our approach

OpenMove AI Berhad adopts a structured OSH management approach consistent with our Occupational Safety and Health Policy which focuses on continuous improvement and employee engagement. Key elements include:

• Identifying and mitigating workplace hazards through regular HIRARC assessments covering office operations.
• Maintaining a safe working environment with clear safety procedures, emergency routes, and welfare facilities.
• Conducting periodic emergency drills and safety briefings, supported by our Emergency Response Plan (ERP) and Emergency Response Team (ERT) structure.
• Ensuring all employees participate in safety training, know how to report hazards, and understand their roles in maintaining a safe workplace.

Through these efforts, we aim to uphold consistent safety standards across all subsidiaries and minimize workplace risks.

Roles of Safety & Health Committee (SHC)

The SHC plays a central role in overseeing OSH governance across the Group. Key responsibilities include:

• Reviewing and updating the Occupational Safety and Health Policy
• Monitoring workplace conditions through HIRARC assessments and recommending risk‑control measures
• Reviewing incident reports, near misses, and corrective action
• Coordinating emergency preparedness through ERP and ERT structures
• Serving as a channel for employees to raise safety concerns, and escalating issues when required.

The SHC ensures continuous communication between management and employees on safety‑related matters and supports compliance with OSH regulations and best practices.

Incident summary in FY2025

Based on the latest latest HIRARC assessment (18 December 2025) and incident tracking records:

• No major injuries or serious incidents were reported in FY2025
• Minor safety observations identified during routine walkthroughs such as exposed wiring, uneven flooring, loose plug points, and pantry equipment risks were recorded, controlled, or resolved through corrective actions
• Pest‑related risks and structural concerns (e.g., rusted fittings, unmarked glass panels) were addressed through vendor engagement, pest‑control measures, and physical improvements.
• All fire safety and emergency response arrangements remained in place with designated ERT members assigned per ERP documentation

The overall safety performance for FY2025 remained stable with no significant workplace safety breaches, reflecting the effectiveness of our preventive and monitoring measures.