This commitment is about building a culture where every employee feels they belong, is treated with respect, and has the opportunity to grow. It reflects MAS’s intention to remove barriers that limit participation and progression, with a target of 35% women in management setting a clear direction for improving gender balance and diverse perspectives in leadership.

Inclusive and diverse workplaces are stronger, more innovative and better equipped for long-term success. Yet women continue to face barriers to leadership progression, including bias, unequal care responsibilities and uneven access to opportunities. Increasing women’s representation in management helps address these gaps while strengthening decision-making and leadership depth. For MAS, it also means building a leadership culture that better reflects our workforce and supports a more equitable and resilient organisation.

MAS will address this by strengthening gender equity across recruitment, leadership pipelines and succession planning. This includes reducing bias in talent processes, expanding access to development opportunities, and supporting women’s progression through targeted programmes and enabling workplace policies. Progress will be tracked through clear data, regular review and stronger accountability across the organisation, building a more balanced leadership pipeline and support progress towards 35% women in management.

This KPI focuses on making MAS locations more accessible so employees with disabilities can participate fully and thrive at work, building a workplace where everyone feels they belong, and has equal opportunity to grow. Accessibility goes beyond physical infrastructure to include systems, tools, accommodations and policies to remove barriers and offer better support.

Employees with disabilities often face barriers that can limit participation, performance and progression at work. Creating accessible environments is essential to building a workplace that is fair, inclusive and enabling for all. It helps reduce exclusion, strengthen safety and support retention, while ensuring talent is not held back by preventable barriers. For MAS, accessibility also strengthens our commitment to equity and helps build a more inclusive, responsive and resilient organisation.

MAS will advance this KPI by assessing accessibility needs across locations, including physical access improvements, more inclusive digital tools, reasonable accommodations and stronger workplace protections. We also build awareness and leadership capability to support more inclusive practices across the business. Progress will be monitored through regular, transparent reviews, and employee feedback to help drive continuous improvements.