Human resources policy

Key indicators for 2024

6,21%

Staff turnover rate

87%

Growth of the social stability index (SRS)

15%

Salaries/tariff rates increased by 15% starting from 1 January 2024

Financial assistance provided to employees affected by floods.

Key personnel management documents

• KEGOC JSC Development Plan (Strategy) for 2023–2032
• Code of Conduct (Business Ethics)
• KEGOC JSC Human resources policy
• Standard for training and personnel development
• Rules for Recruitment and Selection
• Rules for Employee Performance Evaluation
• Rules for Talent Management
• Rules for Remuneration and Incentives
• Rules for Providing Social Support to Employees

Effective human resource management ensures optimal resource allocation, a fair labor incentive system, transparency in employment processes, career growth, and professional development of employees.

Accordingly, KEGOC JSC defines its employees as the central priority of the Human Resources Policy and considers the development of human capital as a key factor in enhancing the Company’s efficiency and competitiveness.

Key areas of the HR Policy include:

• training and development;
• performance evaluation;
• remuneration;
• development of industrial relations;
• social support;
• development of corporate culture;
• improvement of HR-processes.

Issues of social well-being in teams are under the control of the Company’s top management.

In 2024, the Company continued to develop industrial relations to maintain favorable working conditions. In accordance with the Action Plan to improve social and living conditions at production sites, 572 violations were scheduled for rectification. As of the end of 2024, 510 nonconformities (89%) were resolved.

On an annual basis, the Company conducts assessments of employee engagement indices (calculated based on survey and online questionnaire results among administrative staff) and the Social Stability Score (SRS) one of the key indicators of KEGOC JSC’s Human Resources Policy, measured among production personnel (PP). The study is carried out through an online survey of production staff, providing a comprehensive overview of the workforce’s social well-being. In the reporting year, 910 employees participated in the survey, representing 24% of the total headcount.

The main purpose of the SRS survey is to diagnose problematic areas in labor relations, enabling not only corrective but also preventive measures. The overall SRS value consists of three indices:

96%

social tranquility index

76%

social well-being index

87%

employee engagement index

As of the end of 2024, the Social stability score stood at 87%, marking a 1 percentage point increase from the previous year. The social tranquility index was 96%, the social well-being index — 76%, and the employee engagement index — 87%.

This year, the Social stability score reached the “Challenge” level, exceeding both the threshold and target values, which had been set at 83% and 86%, respectively.

Overall, the high performance indicators reflect a favorable social environment and the success of the Company’s social policy.

GRI 2-7, 2-8

4,495

persons

total headcount of the Company in 2024

The total headcount of the Company (including subsidiaries) as of 31 December 2024 was 4,495 employees, with an additional 258 employees engaged fthrough outstaffing.

Structure of KEGOC JSC employees, persons

Structure of employees
by category, %

Employee structure
by gender, %

Structure of employees
by type of employment, %

Structure of employees
by age, %

Structure of employees
by length of service, %

Structure of employees
by nationality, %

*“Other” includes: Azerbaijanis, Armenians, Kyrgyz, Turks, Uighurs and other nationalities.

Structure of employees
by education, %

Structure of employees
by region, %

The total share of top executives (members of the Board of Directors and the Management Board of KEGOC JSC) hired from the local population (citizens of the Republic of Kazakhstan) as of December 31, 2024, is 100%.

Dynamics of personnel at KEGOC JSC in 2024, people

The final employee turnover rate at KEGOC JSC for 2024 was 6.21%, with a set threshold value of ‘no higher than 10%’. The turnover rate among men was 6.61%, while among women it was 4.91%. The average length of service for men who left the Company in 2024 was 13.8 years (357 employees), and for women, it was 13.6 years (89 employees).

In order to attract employees with appropriate qualifications, increase their engagement, and ensure competitiveness in the labor market, the Company creates an employer’s offer consisting of the following elements:

• unique experience: each employee has the opportunity to gain professional experience and contribute to the company’s development, thereby increasing their market value.
• social significance: every employee contributes personally to the company’s development.
• competitive working conditions: compensation is based on market benchmarks, with opportunities for training and development, and social benefits.
• corporate values: the company’s activities are based on values aimed at creating a favorable environment for productive work and employee self-fulfillment.

Recruitment and selection is aimed to appoint the most suitable candidates who meet the required qualifications, professional, business, and personal qualities. Candidate selection is conducted through a competitive process, adhering to the principles of meritocracy, transparency, and objectivity. When conditions are equal, priority is given to internal candidates of the Company.

Sources and methods for finding and selecting qualified specialists include:

• talent pool;
• internal candidates (employees of the company/subsidiaries);
• employees of the Samruk-Kazyna JSC group;
• electronic candidate database formed on the unified online recruitment platform ‘samruk qyzmet’;
• electronic database of specialists created through the collection and analysis of candidate resumes in various professional fields;
• electronic database of graduates from young specialist development programs/talent management programs implemented under the aegis of Samruk-Kazyna JSC;
• job postings on the website, industry communities, and social networks;
• use of business contacts and recommendations;
• engagement of recruitment companies.

Recruitment and selection for vacant positions at KEGOC JSC is carried out via the “Samruk Qyzmet” recruitment platform. During resume screening and preliminary candidate assessment, compliance with the qualification requirements for each vacancy is strictly monitored. In the reporting year, 191 vacancies were announced. Based on the outcomes of the competitive selection processes, 143 external candidates were hired, while 33 vacancies were filled by internal candidates. The share of vacancies filled internally amounted to 17.3%.

Employee remuneration in the Company is carried out in accordance with the legislation of the Republic of Kazakhstan, the Collective Agreement, employment contracts, and internal documents on remuneration and bonuses.

The remuneration and motivation system includes fixed and variable components, social benefits, and non-material incentives.

Guided by the principles of transparency, openness, internal fairness, and external competitiveness, the Company is improving the system of recognizing employee merits, rewarding work achievements, and the remuneration system to balance the interests of the Company and its employees. The following approaches are used to implement this direction:

• regular analysis of wage levels and trends in the labor market across industries and regions;
• maintaining wage levels in accordance with the company’s goals and financial-economic capabilities;
• open and transparent communications to explain the remuneration system to employees, considering the current situation in the company and the labor market as a whole;
• maintaining a differentiated approach to determining employee wage levels. the differentiated approach to the reward system is based on the contribution of each department and employee to the company’s performance;
• reducing pay gaps between administrative-management and production personnel and increasing wages for low-paid workers.

The Company operates a graded pay system based on the ‘Hay Group’ methodology for administrative and engineering-technical personnel. This remuneration system has enabled the development of a scheme of job levels considering qualifications, work experience, and responsibility levels, based on wage reviews and the Company’s financial-economic capabilities.

In accordance with labor legislation, KEGOC JSC has implemented a practice allowing remote or hybrid remote work arrangements to be established at the initiative of the employee or the employer, based on mutual agreement.

The Company ensures equal pay for men and women, as well as a unified approach to determining remuneration for male and female employees across all KEGOC JSC branches located throughout the regions of Kazakhstan. In 2024, the salary levels of KEGOC JSC employees exceeded the minimum wage established in the Republic of Kazakhstan.

* The average monthly total annual compensation per employee is calculated by dividing the total accrued payroll by the actual number of employees and the number of months in the reporting period. The payroll fund includes:
- wages accrued based on tariff rates and official salaries;
- one-time payments and bonuses;
- compensation payments related to work schedule and working conditions;
- payments for non-working time.
The actual number of employees (used for calculating the average salary) refers to the headcount excluding specific employee categories formally retained on staff but not performing work duties (e.g. employees on maternity leave, childcare leave, and others).

** KEGOC JSC operates throughout the entire territory of the Republic of Kazakhstan (material region of activity); therefore, the indicator is calculated at the national level.

To enhance the competitiveness of remuneration, in the reporting year KEGOC JSC increased official salaries/tariff rates for employees by 15%, effective from 1 January 2024. Due to the high demand for dispatch personnel in the labor market—who require a high level of professional qualifications and long training periods, salaries for this category were increased by 20%. Additionally, to retain blue-collar workers in the Mechanization and Transport Workshop, tariff rates were increased by 15% to 26%, and a special bonus was introduced for operating lifting equipment.

To support social stability and employee motivation, additional bonuses of KZT 200,000 (net of taxes and mandatory deductions) were paid to each employee in celebration of Republic Day and Independence Day of the Republic of Kazakhstan.

As a form of non-financial recognition, 200 employees were awarded state, industry, and KEGOC JSC awards on the occasion of Republic Day, Independence Day, and Energy Worker’s Day.

In the reporting year, KZT 23.0 million was paid out under the Company’s incentive program for employees who received awards or won professional and sports competitions.

The Company’s activities on social support for employees are regulated by the following internal documents:

• Collective Agreement;
• Personnel Policy of KEGOC JSC for 2018-2028;
• Rules for providing social support to employees;
• Rules for encouragement and recognition of employee merits.

The above policies apply to all Company employees, including temporary employees and part-time workers.

In accordance with these documents, the following types of social support are provided to KEGOC JSC employees:

• financial assistance;
• compensation payments;
• assistance in solving housing issues.

KEGOC JSC, aiming to create favorable conditions for effective work and increase loyalty, provides financial assistance for health improvement during paid annual leave, for anniversaries, childbirth, the death of an employee, family members, and retirees registered with KEGOC JSC, for the payment of medical treatment for employees and disabled children, and for individuals with lifelong disabilities, regardless of the disability group or age. Compensation is paid to employees of retirement age upon their retirement.

Additionally, KEGOC JSC pays maternity leave, leave for employees who adopt a newborn child (children), with the retention of average wages, minus the amount of social benefits for income loss due to maternity and adoption, in accordance with the legislation of the Republic of Kazakhstan on mandatory social insurance.

The Company provides social leave with pay for marriage registration, childbirth, funerals of close relatives, jubilees (50, 60 years), and for women, single fathers, and guardians raising children from 6 to 9 years old on the first day of the school year, and for parents of graduating students on the ‘last bell’ day. Rest days are also provided for preventive vaccinations and for parents with disabled children under 18, with the retention of average wages. In the reporting year, social leave was granted to 156 employees.

Furthermore, in accordance with the Labor Code of the Republic of Kazakhstan, the Company grants unpaid leave for childcare until the child reaches the age of three:

• at the choice of the parents — either the mother or father;
• for a parent raising the child alone; another relative actually raising the child left without parental care, or a guardian;
• for an employee who has adopted a newborn child (children).

Employees may take childcare leave until the child reaches three years of age in full or in parts. During the leave, the employee’s position (job) is retained. If returning to work before the end of the leave period, the employee notifies the employer of their intention a month before starting work. In 2024, such leave was granted to 37 employees (1 men and 36 women). In 2024, 29 women and 2 men returned from childcare leave. According to labor legislation, in 2024, 2 women with children under 1.5 years of age, or fathers raising children without a mother, were granted additional breaks for breastfeeding.

In 2024, KEGOC JSC implemented a Preferential Loan Program aimed at social support for employees to retain and attract highly qualified personnel needed by the Company. As a result, 9 employees acquired housing in 2024. Additionally, the Company assisted 141 employees in solving housing issues by partially reimbursing housing expenses amounting to KZT 182.7 million.

Support for employees affected by floods

Due to the state of emergency caused by flooding in several regions of Kazakhstan during the spring flood season in April 2024, some employees of KEGOC JSC branches suffered significant losses. As a result of large-scale flooding in the cities of Kulsary, Petropavlovsk, Yesil, Aktobe, Uralsk, and Arkalyk, the homes and property of 15 employees and 1 outstaffed worker were affected. To provide financial assistance to employees impacted by the floods, KEGOC JSC employees voluntarily donated the equivalent of one day’s wages, raising a total of KZT 54.7 million. The funds collected were distributed among the affected employees based on the extent of the damage sustained.

Thus, in 2024, the total funds allocated for social support for Company employees amounted to KZT 829.2 million.

In 2024, total employee expenses, including salaries, social support, training, etc., amounted to KZT 43.6 billion (KZT 23.2 billion in 2019, KZT 25.2 billion in 2020, KZT 26.2 billion in 2021, KZT 31.8 billion in 2022 and KZT 37.5 billion in 2023).

In 2024, several initiatives were implemented as part of a broader program aimed at improving employee well-being. These measures focus on creating more comfortable working conditions and increasing overall employee satisfaction.

To strengthen internal communications, the “Online KEGOC” community was launched in the WhatsApp messenger, where HR-related news and announcements are regularly shared. In addition, dedicated groups were created for distributing online training courses.

Furthermore, in the reporting year, the Company introduced a practice of holding informational sessions on various topics, including physical health, healthy eating, psychology, and personal financial literacy.

An important initiative to support employees’ mental well-being was also launched in 2024. As part of this effort, a full-time psychologist position will be introduced in 2025. This is expected to significantly support employees in stressful situations, improve the overall workplace atmosphere, and promote emotional well-being.

In 2025, KEGOC JSC plans to continue implementing further measures to enhance employee well-being.

At KEGOC JSC, investments in employee training and development align with the Company’s needs to achieve its strategic goals. Each employee is responsible for their own training and development based on the 70/20/10 principle in accordance with their individual development plan.

Knowledge systematization and the formation of a quality personnel pool occur through self-development, training events, mentoring, coaching, implemented projects, and the formation of professional communities.

Based on the collection and analysis of needs, considering individual development plans, the KEGOC JSC Personnel Training Plan for 2025 and the KEGOC JSC Personnel Professional Competence Development Program were formed and approved.

One of the key objectives for maintaining and enhancing the Company’s competitive advantage includes:

• prioritizing the training of engineering and technical specialists and blue-collar professionals;
• implementing competency development programs aligned with business needs;
• participating in modular training programs of Samruk-Kazyna JSC;
• developing a unified internal system of coaching, mentoring, and training to foster in-house expertise.

KEGOC JSC’s professional competency development program is focused on enhancing skills in the following areas:

• electric power industry;
• software and IT systems;
• sustainable development;
• IT and telecommunications;
• international certification;
• regulatory and legal frameworks.

Training is conducted using a full range of modern learning formats: business workshops, seminars, trainings, internships, qualification upgrades, professional training and retraining programs, forums, and conferences. In the reporting year, the training administration process was centralized under the HR function.

2,582

persons

employees received training in 2024

327.4

million tenge

expenses of “KEGOC” JSC for training

41.23

hours

the average number of training hours per employee

In 2024, a total of 2,582 employees received training, representing 57.4% of the total headcount. Actual training expenses amounted to KZT 327.4 million. The average training and development cost per employee was KZT 126.80 thousand.

According to the 2023 analysis of employee education levels, 29% of employees have secondary or vocational secondary education. To support skill advancement and provide career development opportunities, a University education program was developed and approved in the reporting year. Under this initiative, 80% of tuition costs will be reimbursed to employees by the employer.

The average annual number of training hours per employee in 2024 was 41.23 hours. The total number of training hours amounted to 105,003 hours.

For the first time, KEGOC JSC organized and held a Young Employees Forum. The Forum program included meetings with the Company’s management, strategic sessions, training on “Change Management,” as well as outdoor physical activities. A total of 53 employees participated in the Forum.

In 2024, the development of the internal coaching institute continued. A “Train-the-Trainer” program was conducted for internal trainers. The Company collected internal training needs from structural units and approved a company-wide internal training schedule for the year. In total, 15 internal training sessions were delivered by in-house trainers in 2024.

To support knowledge management and expand access to learning, the Company launched an initiative to create educational video courses in various areas of KEGOC JSC’s operations. Employees are given the opportunity to structure, retain, and share their knowledge with colleagues by producing training videos.

To provide a platform for student internships, the Company maintains regular cooperation with educational institutions. Each year, students from technical colleges and universities complete industrial and pre-graduation internships within KEGOC’s structural units. In 2024, 435 students underwent practical training at the Company.

Additionally, to strengthen human capital and develop strategic competencies in priority areas, senior managers at CEO-1 and CEO-2 levels completed MBA programs in 2024.

The Company is improving the performance management system, which helps develop employees’ potential to achieve specific results.

The key objectives of the Company’s performance management system development are:

• cascading kpis from corporate business goals to each employee;
• objective evaluation, mandatory feedback on evaluation results for all levels of managers and employees;
• regular evaluations and maintaining a consistent methodology to monitor employee performance dynamics, and using additional types of performance evaluations as necessary.

Employee performance evaluation is based on meritocracy principles and is conducted regularly: quarterly and annually. A comprehensive evaluation is performed based on work results and employee competencies (according to the competency model) for the reporting year.

The comprehensive evaluation includes the distribution of employees on the talent map based on their performance in achieving KPIs/goals and their competency levels (professionalism and potential).

Competency evaluation is carried out according to the approved competency model and provides the most objective assessment of employees’ personal and professional qualities. The Company’s competency model includes the evaluation of:

• professional knowledge and experience;
• attitude towards the company and colleagues;
• personal effectiveness;
• result orientation;
• teamwork;
• managerial competencies.

Based on the performance evaluation results, the following management and development decisions may be made:

• revising salary levels;
• paying quarterly/annual bonuses/rewards;
• considering employees for inclusion in the talent pool (personnel reserve);
• further employee development.

As a long-term employee motivation tool, KEGOC JSC operates a talent management system, which provides employees demonstrating high qualifications and performance with opportunities for career development, investment in training and development, and recognition for their achievements.

The composition of the talent pool is reviewed annually based on appraisal results. In the reporting year, the Management and Functional Talent Pools were approved, comprising 265 employees, along with a list of key positions and mentors.

To assess the effectiveness of this process, the indicator “Percentage of appointments from the Functional/Management Pool” is used, which amounted to 73% in the reporting year.

To support the development of high-potential employees, annual meetings are held between members of the Board of Directors and the executive team with members of the talent pool.

To ensure a comprehensive approach to professional orientation and to support employees in their development journey, the Company operates a mentorship system. In 2024, 58 mentors received a total of KZT 8,104.4 thousand in rewards for supervising trainees.

Mentors who demonstrate outstanding performance in guiding young professionals take part in the annual “Best Mentor of the Year” competition. In the reporting year, the winner of the competition was Ilya Gromov, Lead Engineer of the Relay Protection and Automation Service at the Almaty MES branch of KEGOC JSC.

As part of long-term employee motivation, those included in the successor pool for key positions are offered long-term training opportunities through MBA and DBA programs.

In addition, qualification commissions are held on a regular basis to assign professional grades and ranks to specialists and blue-collar workers. Commission members assess employees through professional interviews, allowing for an objective evaluation of each employee’s knowledge, skills, and experience. In 2024, 125 specialists were assigned professional grades, and 157 workers were assigned job ranks.

Gender structure of assessed employees, %

Structure of evaluated employees by category, %

As part of the annual process for developing and approving the 5-year rolling Action Plan (Business Plan) and the annual Budget of KEGOC JSC, strategic workforce planning is carried out.

For the period 2025–2029, the following types of personnel-related costs are planned: remuneration and incentive payments, social support, taxes and mandatory contributions, training and development, as well as projected headcount increases.

Headcount planning is based on the investment program, staff turnover indicators, projected number of pre-retirement employees, and other factors. Additional personnel are planned for the period 2025–2029 to operate facilities commissioned under the investment projects “Integration of the Western Kazakhstan Power System with the UPS of Kazakhstan” and “Strengthening the Power Grid of the Southern Zone of the UPS of Kazakhstan” in 2027–2028.

The calculation of the additional headcount is based on the Personnel Staffing Standards for grid companies performing operational and maintenance work on intersystem transmission lines and substations. These standards were developed and approved by the Ministry of Labour and Social Protection of Population of the Republic of Kazakhstan and the Ministry of Energy of the Republic of Kazakhstan, in accordance with the Rules for the submission, review, and approval of labor standards and/or parameters for the remuneration system of employees of regulated organizations, approved by Order No. 1037 of the Minister of Health and Social Development of the Republic of Kazakhstan dated 28 December 2015.

To ensure generational continuity, KEGOC JSC annually updates the list of pre-retirement employees, who, in accordance with internal procedures, are assigned goals related to knowledge transfer and successor training throughout the calendar year.

The Company also advances its industrial relations (IR) framework. Based on the results of the IR screening, an action plan was developed to address identified gaps and nonconformities.

KEGOC JSC employees have the right to freedom of association, including the right to establish and join public organizations that represent their interests. The Company supports employee participation in political, educational, charitable, and other civic activities, provided such involvement does not interfere with the performance of work duties or cause harm to society.

The Collective Agreement, developed with input from employees and signed between KEGOC JSC and its workforce for the period 2021–2025, sets forth procedures for accession, regulates working conditions—including rest time during social leave remuneration, occupational health and safety, provision of social guarantees and compensation. It also outlines specific measures for employee support, development of human capital, medical insurance, and cultural and recreational activities. Amendments to the Collective Agreement introduced new provisions for the provision of personal protective equipment (special clothing, footwear, and other safety gear) at the Company’s expense. It also includes measures for the social support of veterans of the Great Patriotic War and persons equated with them, as well as veterans of the energy sector registered with the Company.

The Collective Agreement applies to 100% of KEGOC JSC employees, regardless of their employment type.

In accordance with the terms of the Collective Agreement, the employer must notify employees in writing at least fifteen calendar days in advance of any changes to working conditions. The minimum notice period for termination of employment due to staff reductions, as stipulated in the Company’s Collective Agreement, is one month, in compliance with the Labor Code of the Republic of Kazakhstan.

The trade union organization representing employees of the energy and technical sector was established on 27 March 2003 during a trade union conference of KEGOC JSC employees. The union is tasked with monitoring compliance with labor legislation and safeguarding the implementation of employee guarantees, compensation, and benefits.

Today, the structure of the EnergyTech Trade Union PA includes 10 primary trade union organizations. As of 2024, the total number of KEGOC JSC trade union members was 3,759, representing over 94% of the Company’s total workforce. Compared to the previous year, union membership increased by more than 7%.

As a member of the Republican Association of Trade Unions of the Kazakhstan Confederation of Labor, KEGOC JSC’s trade union is a permanent member of the working commission and actively participates in the activities of the Ministry of Labour and Social Protection of Population regarding the Labor Code and the Law of the Republic of Kazakhstan “On Trade Unions.” The union also contributed to the development of the draft General Agreement and the Sectoral Agreement.

During the reporting period, trade union committees actively organized and held social, sports, and wellness events. Special attention was given to veterans of the energy sector and participants of the Great Patriotic War. Material and financial assistance was provided, subsidized sanatorium vouchers were offered, and veterans were invited to participate in corporate events. In celebration of the International Day of Older Persons, KEGOC JSC honored Company veterans.

To improve legal awareness and the competencies of trade union representatives, a training session was held for members of the Conciliation Commission on the topic: “Labor Disputes: Fundamentals of the Labor Legislation of the Republic of Kazakhstan, Negotiation, and Reaching Consensus.” To summarize the outcomes of 2023 and exchange experience, a reporting conference was held on 3 May 2024 in Shymkent, attended by employees of the “South MES” branch and other delegates.

Trade union committees pay particular attention to occupational health and safety. Public inspectors regularly conduct on-site inspections at the Company’s facilities, and corrective measures are taken to improve working conditions based on the inspection results. In 2024, the following contests were held: “Best Mentor of the Year”, “Best Branch for Occupational Safety Compliance”, “Best Occupational Safety Technical Inspector”.

To improve teamwork, loyalty, and a positive atmosphere within the team, employees of KEGOC JSC regularly participate in corporate events. In 2024, KEGOC JSC organized celebrations such as Power Engineer’s Day and the annual drawing contest among employees’ children dedicated to Children’s Day.

Company employees took part in the spartakiads of KEGOC JSC and Samruk-Kazyna JSC, as well as in other sports events: the Samruk-Kazyna Charity Marathon, the tournament organized by the Kazakhstan Football Fans League, and the Astana “Spring-23” mini-football championship.

As part of youth policy and the implementation of the Youth Council’s action plan, KEGOC JSC held its first Youth Forum, and representatives of regional branches took part in the modular young leaders development program “Zheti Qadam” organized by Samruk-Kazyna JSC.

In addition, Company employees participated in several volunteering initiatives. These included Donor Day, the “Tugan Elge Sayakhat” excursion project for children of employees working in remote regions, the “All Ability Camp” project of the Samruk-Kazyna Trust Corporate Foundation involving children and teenagers with special needs in sports through the organization of sports camps and the motivation of parents through dedicated parent clubs. Employees also supported the traditional charity campaign “Let’s Get a Child Ready for School,” in which children from low-income and disadvantaged families received school backpacks with supplies and stationery. Environmental initiatives included the eco-challenge “Careful and Clean Nature Maintenance” and the “Taza Qazaqstan” environmental campaign, involving clean-up days at memorial sites and playgrounds, delivery of coal to residents of private homes, and planting of greenery and trees. On the International Day of Older Persons, pensioners registered with KEGOC JSC, as well as veterans of the Great Patriotic War and wartime labor, were honored and received food baskets.

Employees actively supported colleagues and their children facing serious illnesses by organizing charity challenges, and all employees participated in humanitarian and charitable assistance for those affected by spring floods and inundations.