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Talent Management

Staff are not only responsible for executing business strategy. They are also the interpreters and enablers of change. Their alignment, resilience, and credibility directly influence tenant relationships, operational consistency and the integrity of our brand. As we scale across new asset classes, investor segments and markets, the engagement and stability of our staff is foundational to performance, trust and long-term value.

We strengthen our talent pipeline through partnerships with universities, targeted searches for experienced or senior hires, referral programmes and diverse early-career pathways. To ensure alignment with current and future organisational needs, we regularly review workforce composition, compensation structures and benefits, addressing any gaps while maintaining a competitive and motivating employee offering.

We support talent development through regular performance cycles, coaching and succession planning. ESG KPIs are integrated into all employees’ goalsetting to align personal growth with sustainability outcomes.

We offer inclusive benefits, flexible working and initiatives such as Linker’s Panel, onboarding sessions and townhalls. We also provide opportunities for exposure and development, enabling employees to broaden their horizons and build skills beyond their everyday roles. Surveys and real-time feedback tools guide continuous improvements in engagement and well-being.

Targets
Status

Build a diverse workforce that represents the communities we operate in (considering skill-set, industry expertise and experience, background, ethnicity, age and gender), with a gender diversity ratio of AGM+ at 50%(1)

Achieved

Ensure equal opportunities for recruitment and career advancement

Achieved

Pursue zero fatalities and prosecutions related to OHS regulations across all of Link’s daily operations

Achieved

Achieve a LTIFR of below 1.00 among permanent employees by 2030/2031

On Track

Maintain a voluntary turnover rate of below 20%

Achieved

Maintain an internal promotion rate of at least 10%

Not Commenced

Conduct biennial employee surveys with at least 85% response rate and 70+ engagement score

Achieved

Maintain an average of more than 16 hours of training per employee per year

Achieved
Notes:

(1) Given the relatively small population of AGM+ and fluctuations resulting from staff turnover and headcount changes, we anticipate that the gender diversity ratio of AGM+ may periodically vary within a 2% range of the 50% target (i.e. 48% to 52%).

Achieved Achieved On Track On Track Lagging Behind Lagging Behind Not Commenced Not Commenced

Learn more about our approach to career growth and development

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