Sustainability Report

SUSTAINABILITY REPORT FY 2024/2025

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ESG ENVIRONMENTAL • SOCIAL • GOVERNANCE

At Royal Selangor, we continue to shape a form of luxury that is both sustainable and aspirational.

In FY2024/2025, we, together with our teams, partners, and stakeholders, are driving positive change across our operations. By setting clear, measurable targets for our environmental and social commitments, we ensure that sustainability remains central to everything we do.

38.4 MtCO2e (13.4%) SCOPE 1 GHG EMISSION REDUCTION

8% EFFLUENT DISCHARGE REDUCTION

+2

122 PEOPLE RECRUITED IN 2023

54% EMPLOYEES ARE WOMEN

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3

2030 33.3% reduction

2040 33.3% further reduction targets for GHG emissions. To reduce by 1,000 TCO2e

2050 100% or net zero GHG emissions. To reduce by 1,000 TCO2e

KEY MILESTONES

targets for GHG emissions. To reduce by 1,000 TCO2e

Our sustainability journey has been defined by steady, purposeful progress; each milestone demonstrating our dedication to environmental stewardship and ethical business conduct. From the beginning, we have prioritised recycling and waste reduction. Customers are encouraged to return unwanted pewterware for recycling in exchange for credits, and we have long partnered with full-service recycling companies to ensure that pewter oxide, pewter dust, and gold-plating waste are processed responsibly. Over time, these efforts have expanded into a broader commitment: achieving net-zero GHG emissions by 2050. To move toward this goal, we have taken a series of meaningful actions, including installing solar panels, strengthening our anti-corruption and environmental safety policies, and adopting more energy-efficient solutions. Together, these initiatives underscore our ongoing promise to reduce our carbon footprint and operate with integrity.

2022 Anugerah Productivity Linked Wage System by HR Ministry, 2nd (SME category)

2025 Launch of Royal Selangor’s 1st Eco Week

Anugerah Organisasi Kemakmuran Bersama; 3rd (Big organisation category)

2020 • Whistleblowing policy • Anti-corruption and Bribery policy • Safety and Health policy • Environmental policy

2019 Solar panels installation. Reduced 1,150 TCO2e annually

2021 Concerted effort to use biodegradable and recyclable packaging

2018 PEFC C-o-C System from MTTC for wood purchases and processing

2016 – 2018 Replacing diesel with electricity for pewter casting. Reduced 2,500 TCO2e

2017 Energy audit grant by MGTC

2000 Wastewater treatment plant (Comyns)

2015 – 2018 Conversion to LED lightings Reduced 126 TCO2e annually

1998 Tube well water harvesting

2000 Wastewater treatment plant

2015 Efficient Energy policy

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STATEMENT FROM THE MANAGING DIRECTOR, DATO’ YONG YOON LI D.P.M.S.

delivering sustainability

The past year has reminded us that sustainability is not measured only in metrics, but also in the values that guide daily decisions. At Royal Selangor, our approach continues to evolve, shaped by our heritage of craftsmanship, our responsibility to our people, and our commitment to a more resilient future. Each step forward reflects the collective determination of our teams, whose skill and integrity form the foundation of our progress. One of the greatest strengths of our organisation is our ability to adapt while staying true to who we are. In 2024, this meant re-examining how we manage resources across the entire value chain, from sourcing materials to how our products are used, returned, and transformed. We expanded our efforts in emissions tracking, strengthened our environmental compliance practices, and deepened our focus on responsible procurement. These initiatives support our long-term goal of achieving net-zero emissions by 2050, a commitment we continue to pursue with discipline and transparency. Equally important are the investments we make in our people. This year, we enhanced programmes designed to nurture talent, strengthen safety culture, and promote well-being across all departments. Initiatives that support mental and physical health, encourage continuous learning, and create pathways for professional growth are central to our long-term strategy. When our employees thrive, so does the organisation.

Our commitment to the circular use of materials remains a defining part of our identity. The practice of recovering swarf, dust, offcuts, and other by-products is not merely operational, it symbolises a philosophy of stewardship that has guided us for generations. This mindset extends beyond the factory floor. We continue to welcome the return of pewterware from customers, ensuring that every piece, no matter how old, can be renewed for future use. This circular loop reinforces our belief that true craftsmanship endures, and that waste can be reimagined as opportunity. Beyond our operations, we remain deeply connected to the communities and cultural traditions that have shaped us. Our efforts to preserve pewter smithing artistry, support local partners, and engage in meaningful social initiatives reflect a broader mission: to honour the past while actively contributing to a sustainable future. As we look ahead, our focus is on strengthening resilience, through innovation, partnerships, and a continued commitment to responsible growth. Sustainability is a journey that calls for patience, clarity, and humility. We recognise there is still more to do, and we remain determined to build on the foundation we have laid. I am grateful to everyone who has contributed to our progress this year—our employees, customers, partners, and communities. Your support drives us forward as we continue shaping a future guided by purpose, integrity, and care.

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GOVERNANCE

Board & senior management compositions

Compliance of environmental laws

Data privacy and whistleblowing

Focus on local employment

Focus on permanent employment

Anti corruption compliance

Human right compliance

Diversity, inclusion and stakeholders engagement

Transparency and accountability

Fair labour practices

Decent living wages

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GOVERNANCE & ETHICS

BOARD OF DIRECTORS

Our Board of Directors and leadership team are dedicated to upholding integrity, transparency, and accountability across the organisation. We have implemented clear codes of conduct and guiding principles to ensure that employees and stakeholders act responsibly and ethically in all areas of our operations.

The Royal Selangor Board of Directors play a central role in shaping the company’s strategic direction, with a strong focus on strengthening long-term value and safeguarding the organisation’s interests. The Board’s key responsibilities include defining strategic priorities, overseeing their implementation, ensuring the accuracy and transparency of corporate information, and protecting Royal Selangor’s assets.

Dato’ Yong Yoon Li, Managing Director

Tan Sri Yong Poh Kon, Chairman

Chen Tien Yue, Executive Director

Peter John Coleman, Director

Joseph Tan, Director

Wong Chin Yoon, Director

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Data Privacy and Whistleblowing

COMPLIANCE WITH ENVIRONMENTAL LAWS

PERSONAL DATA PROTECTION (PDPA) COMPLIANCE

WHISTLEBLOWING POLICY

Our Whistleblowing Policy provides a secure and confidential channel for employees, vendors, and external stakeholders to report any concerns related to misconduct, unethical behaviour, or regulatory violations. The policy was updated on 22 October 2024 to reflect evolving legal standards and best practices in corporate ethics. During the reporting year, no reports or complaints were lodged under the Whistleblowing Policy. While this indicates an absence of reported misconduct, we continue to encourage a culture where employees feel confident and protected when raising concerns.

Royal Selangor recognises its responsibility in handling personal data with integrity and care. Our Personal Data Protection Act (PDPA) Policy outlines our commitment to managing the collection, processing, storage, and use of personal data in compliance with the Personal Data Protection Act 2010 and its accompanying regulations. We adhere fully to all key principles of the PDPA 2010, ensuring transparency in how personal data is used, safeguarding data security, and providing employees, customers, and partners with clear guidance on their rights and our obligations.

Royal Selangor is committed to complying fully with all applicable environmental regulations and standards. Throughout the year, we continued to monitor and manage waste, emissions, resource consumption, and hazardous materials in accordance with national environmental laws. Employees across all departments are consistently reminded and trained to adopt good environmental practices in their daily work. This includes proper waste segregation, responsible chemical handling, adherence to energy-saving measures, and the reduction of avoidable resource consumption. These ongoing efforts reinforce our long-standing commitment to environmental responsibility and operational stewardship.

ANTI-BRIBERY AND CORRUPTION

Royal Selangor remains steadfast in its zero-tolerance approach to bribery and corruption. Our Anti-Bribery Policy outlines strict rules governing gifts, entertainment, facilitation payments, conflicts of interest, and interactions with external partners. Throughout the year, staff were reminded of the policy through internal communications and briefings, reinforcing our expectations for ethical conduct. We also continued to promote integrity and transparency in all business dealings. In 2024, no incidents of bribery or corruption were reported across the organisation.

This reflects our strong internal controls, staff awareness, and commitment to maintaining the highest ethical standards.

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FOCUS ON LOCAL AND PERMANENT EMPLOYMENT

HUMAN RIGHTS COMPLIANCE

Royal Selangor is committed to supporting the communities in which we operate by prioritising the recruitment and development of local talent. By building a workforce that reflects our surrounding communities, we contribute to regional economic growth and maintain cultural continuity within the organisation. We also invest in training and upskilling programmes to help local employees grow and support long-term business needs. We further emphasise permanent employment to strengthen job stability, workforce continuity, and organisational knowledge. A predominantly permanent workforce allows us to maintain consistent quality and provide employees with clear career pathways and comprehensive benefits. This combined focus on local and long-term employment helps foster a resilient and motivated workforce essential to our sustained success.

Royal Selangor is committed to respecting, protecting, and upholding internationally recognised human rights across all its operations and business relationships. Our Human Rights Policy, formally circulated on 1 August 2024, outlines our commitment to fair treatment, non discrimination, safety, and the protection of fundamental freedoms. The policy is incorporated into the employee onboarding programme to ensure that all new hires understand our expectations from the outset. We continue to review our practices to ensure alignment with international human rights frameworks and evolving best practices.

ETHICAL GOVERNANCE AND WORKFORCE SUSTAINABILITY

DIVERSITY & INCLUSION

Royal Selangor is committed to building a responsible, transparent, and people-centred organisation. Our approach integrates strong ethical governance with policies that protect employee welfare, uphold human rights, and promote diversity and inclusion. We strive to ensure fair labour practices, offer decent living wages, and prioritise both local and permanent employment to support long term workforce stability. Through open communication, stakeholder engagement, and robust accountability measures, we continue to foster a culture grounded in integrity, respect, and sustainability.

As part of our broader ESG focus, Royal Selangor recognises that diversity and inclusion are essential drivers of innovation, employee engagement, and long-term business sustainability. Our Diversity & Inclusion Policy, introduced in August 2024, aims to foster a workplace culture that values differences, promotes equal opportunity, and enhances well-being. The policy emphasises respect for human dignity and encourages a supportive and inclusive environment for individuals of all backgrounds. It is highlighted during onboarding and reinforced throughout the employee lifecycle. By embracing diversity, we strengthen collaboration, creativity, and our organisation’s resilience.

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TRANSPARENCY AND ACCOUNTABILITY

DECENT LIVING WAGES

Transparency and accountability are fundamental to how Royal Selangor conducts its business. We ensure that all key decisions, actions, and performance assessments are properly documented, communicated, and evaluated. Staff at all levels are encouraged to uphold honesty and responsibility in their work. By providing stakeholders with clear, accurate, and timely information, we aim to build trust and reinforce our reputation as an ethical and responsible organisation.

Royal Selangor ensures that all employees receive wages that meet or exceed national living wage standards, reflecting both their contribution and the evolving cost of living. Our compensation framework is reviewed periodically to remain competitive and aligned with industry expectations. Beyond wages, we offer benefits that support employees’ well-being, including healthcare provisions, retirement contributions, and leave entitlements. By committing to decent living wages and comprehensive support, we strengthen employee satisfaction, financial security, and long term organisational resilience.

FAIR LABOUR PRACTICES

SEXUAL HARASSMENT POLICY

Royal Selangor is committed to maintaining fair labour practices that protect the welfare, safety, and dignity of every employee. We comply with all national labour regulations and uphold internal standards that ensure equitable treatment, non-discrimination, and a respectful workplace culture. We prioritise safe working environments through regular training, clear procedures, and ongoing monitoring of health and safety measures. By promoting fair opportunities in hiring, development, and career progression, we foster a supportive environment that enables employees to thrive and contribute meaningfully to the organisation.

The policy, effective 1 August 2024, promotes a respectful and safe working environment for all employees. It clearly defines unacceptable behaviour, including any unwelcome conduct of a sexual nature, and outlines appropriate standards of workplace conduct. In compliance with Malaysian law, the policy establishes clear reporting mechanisms and investigation procedures to ensure that all complaints are handled fairly, confidentially, and without retaliation.

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Employee diversity, measured by gender, age group, and ethnicity, is presented in the tables below.

WORKFORCE DIVERSITY

Total Employees

FY2023/2024

2023/2024

2024/2025

47%

48%

50

46%

FY2024/2025

40

46%

MALE

26% 25% 24%

30

22%

Total Employees

FY2023/2024

20

COMMITMENT TO DIVERSITY AND EQUAL OPPORTUNITY

52%

5%

5%

10

FY2024/2025

0

54%

Malay

Chinese

Indian

Others

FEMALE

Ethnicity

At Royal Selangor, we are committed to fostering a diverse and inclusive workplace where all employees are treated fairly and with respect. The company adheres to all applicable employment laws and upholds principles of equal opportunity across our operations. While board-level diversity remains an area for ongoing improvement, we continue to take steps to enhance representation and inclusiveness over time. materials as the supply chain evolves.

The company continues to demonstrate a strong gender balance, with female employees making up a larger proportion of the workforce. This reflects Royal Selangor’s longstanding commitment to providing opportunities for women, dating back to its early adoption of female employment. The presence of many women in leadership positions today further reinforces this legacy.

Total Employees

30%

2023/2024

30

26%

25%

25%

24%

23%

2024/2025

20%

19%

20

7%

10

0%

0

below 30

31 – 40

41 – 50

51 – 60

Above 60

Our workforce is ethnically diverse while remaining predominantly local, reflecting the demographics of the communities in which we operate. We also maintain a broad age distribution, employing individuals from school-leavers to those above 60. A number of retired employees choose to return on a part-time basis, underscoring the company’s supportive and inclusive working environment.

Year-on-year comparisons between FY2023/24 and FY2024/25 show no significant shifts overall, although there has been a notable 7% increase in employees aged above 60.

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BOARD DIVERSITY

The Board of Directors is currently composed entirely of male members. In terms of ethnicity, the majority of directors are Chinese, with 17% representing other ethnic groups.

Board members range in age from their early forties to over sixty, reflecting a leadership team with extensive professional experience. This depth of knowledge and industry insight is considered essential for guiding the company’s long-term strategic direction and governance.

Total Board Members

FY2023/2024

2023/2024

2024/2025

100%

100

83%

83%

FY2024/2025

80

100%

MALE

60

Total Board Members

FY2023/2024

40

0%

17%

17%

20

FY2024/2025

0%

0%

0%

0%

0

0%

FEMALE

Malay

Chinese

Indian

Others

Ethnicity

Total board members

2023/2024

80

71.4%

66%

2024/2025

60

40

17%

17%

14.3%

14.3%

20

0%

0%

0%

0%

0

below 30

31 – 40

41 – 50

51 – 60

Above 60

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SOCIAL

Social

Training hours

Turnover Rate

Occupational Safety and Health

Grievance Management and Reporting Procedures

Cybersecurity and Data Protection

Talent Management and Nurturing Future Leaders HR Initiatives: Wellness Program (Jom Sihat)

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TRAINING HOURS

We recognise the importance of continuous learning for our employees. During the year, staff participated in various training sessions to strengthen their skills, knowledge, and overall job performance. The company recorded a total of 712 training hours, demonstrating our ongoing commitment to employee growth and development.

FY2023/2024

FY2024/2025

HOURS

HOURS

TRAINING HOURS

702

712

Total

1.37

1.42

Average per employee

SOCIAL

TURNOVER RATE

The company recorded a 22% reduction in employee turnover during the reporting period. This improvement indicates stronger talent retention and reflects the effectiveness of our ongoing efforts to enhance employee engagement, development opportunities, and overall workplace satisfaction.

Our social responsibility efforts focus on the wellbeing, development, and protection of the people connected to our operations, from employees and suppliers to customers and the wider community. Together, these initiatives support a safe, inclusive, and resilient working environment that enables our people and partners to thrive.

32% FY2023/2024

25% FY2024/2025

Number of resignations

OCCUPATIONAL SAFETY AND HEALTH

We prioritise the safety and wellbeing of our employees by maintaining a workplace where risks are actively managed and safety practices are continuously improved. The company complies with all relevant occupational safety and health regulations and conducts regular briefings, inspections, and training to strengthen safety awareness across all departments.

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TALENT MANAGEMENT AND NURTURING FUTURE LEADERS

We also implement preventive measures to minimise the likelihood of accidents, fires, and other incidents, and have established clear reporting procedures to ensure timely response and corrective action whenever needed. Our commitment is to provide a safe, healthy, and supportive working environment for everyone.

In line with the Company’s commitment to continuous people development, the second cohort of the High Potential (HiPo) Program was launched in June 2025 in collaboration with Sunway University. The program is designed to identify, nurture, and accelerate employees with strong leadership potential, equipping them with the capabilities and mindset needed to take on larger roles in the future. The HiPo Program offers a structured and immersive learning journey facilitated by experienced trainers from the Asian Strategic Business Institute (ASLI), academic experts from Sunway University, and seasoned industry practitioners. This multidisciplinary approach ensures that participants benefit from practical insights, relevant industry perspectives, and impactful leadership development. A total of 20 employees took part in this year’s cohort. Through the HiPo Program, the Company continues to strengthen its internal talent pipeline and reinforce a culture of continuous learning, growth, and long term employee development.

FY2023/2024

FY2024/2025

NO OF PARTICIPANTS

216 208 356 399 8 Mandays

46 68

Safety induction briefings (Male)

Safety induction briefings (Female)

333 384 7 Mandays

Fire drill training (Internal)

Fire drill training (with BOMBA)

No. of man days of work-related injuries

GRIEVANCE MANAGEMENT AND REPORTING PROCEDURES

Royal Selangor has established written grievance procedures and standard operating procedures (SOPs) that provide employees with clear channels to report work-related concerns.

All grievances are managed in a fair, timely, and confidential manner, ensuring that issues are addressed appropriately while protecting the rights and well-being of all parties involved. This approach supports a transparent, respectful, and accountable workplace culture.

CYBERSECURITY AND DATA PROTECTION

In addition, the Company conducts regular system assessments, including vulnerability assessments, to identify potential weaknesses and areas for improvement. By combining secure cloud services with ongoing risk assessments and clear internal policies, governance frameworks, and operational procedures, the Company maintains a resilient and continuously improving cybersecurity environment.

We prioritise the protection of sensitive data and digital infrastructure across all operations. Our systems leverage Amazon Web Services (AWS) for secure cloud hosting, incorporating robust encryption, access controls, and continuous monitoring to safeguard information assets. Employees undergo regular training on cybersecurity best practices to reduce risks associated with human error, while a structured incident response plan enables the prompt identification, containment, and mitigation of potential threats.

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HR INITIATIVES: WELLNESS PROGRAM (JOM SIHAT)

Quarterly Health Challenges The quarterly health and fitness challenges run over three-month cycles and are strategically tied to improving employee health indicators. Initially structured around individual participation to build interest and momentum, the challenges have since expanded to include team-based formats. This evolution has helped strengthen teamwork, collaboration, and communication among employees, while also contributing to lower healthcare costs and a more engaged workforce.

Launched in August 2024, the Jom Sihat Wellness Program aims to cultivate a healthier, more engaged, and productive workforce through ongoing monthly activities. The initiative promotes positive lifestyle habits by integrating structured health education, physical activities, and employee engagement platforms. By encouraging preventive care and healthier routines, the program supports the Company’s long-term sustainability goals by helping reduce medical leave, lowering healthcare-related costs, and enhancing overall employee well-being. For many participants, the program has also contributed to achieving personal health goals and maintaining improved wellness.

CABARAN BERKUMPULAN Bermula 1 April 2025 sehingga 30 Jun 2025

The programme is organised into three key components:

Workshops Workshops are conducted during working hours, and participation levels have been modest. To maximise impact, employees with higher medical leave or specific health needs are encouraged to attend. These sessions are designed to strengthen health awareness, promote preventive care, and support healthier lifestyles, contributing to reduced medical leave and improved long-term health outcomes. Fitness Sessions Held after working hours and led by certified fitness instructors, the fitness sessions ensure safe and effective exercise routines. These activities help enhance physical well-being, elevate energy levels, and support improved productivity in the workplace.

3 peserta setiap kumpulan. Pendaftaran melalui QR Google Form.

Google Form

PENGUMPULAN MATA SKOR

BERJALAN MENUJU KEJUARAAN 3,500 Langkah = 1 Mata Setiap Ahli

Max 3 Mata Skor Setiap Hari

Muatnaik Foto Bersama Ahli Kumpulan dan Berpakaian Sukan di Aplikasi BookDoc CIPTA KENANGAN & MENANG

KEKAL SIHAT BERSAMA

3 Peserta Amalkan Gaya Hidup Sihat Tanpa Cuti Sakit

Max 2 Mata Skor Setiap Hari

Max 2 Mata Skor Setiap Gambar

The initiative has contributed to an 11% decrease in medical leave and a 31% reduction in medical expenses. A breakdown of attendees is presented below.

2024/2025

Q1

Q2

Q3

Q4

CATEGORY

33

64

62

67

Workshops

40 332

38 140

85 116

76 145

Fitness

Quarterly Challenge

28

29

ENVIRONMENTAL

GHG Emissions

Energy Management

Management of Water

Management of Wastewater and Effluent

Sustainable Sourcing

Digital Transformation

Packaging

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GHG EMISSIONS

Royal Selangor’s GHG emissions for FY 2024/2025 decreased by 212.6 MtCO2e (10.0%) compared to FY 2023/2024. This reduction is notable, especially given that production man-hours only decreased by 2.4%.

FY 2023/2024

FY 2024/2025

At Royal Selangor, we recognise our responsibility to minimise our environmental impact and contribute to a more sustainable future. Our environmental strategy focuses on reducing greenhouse gas emissions, managing resources efficiently, and embedding sustainability into all aspects of our operations. Through proactive policies, innovation, and continuous improvement, we aim to protect ecosystems, optimise resource use, and support the transition to a low-carbon economy.

Scope 1 (Diesel and Petrol)

325.2 MtCO2e

286.8 MtCO2e

Scope 1 emissions fell by 38.4 MtCO2e (13.4%), driven by lower diesel and petrol consumption in shuttle vans and distribution vehicles.

Scope 2 (Electricity)

2010.7 MtCO2e

1839.3 MtCO2e

Scope 2 emissions dropped by 171.4 MtCO2e (9.3%), due to reduced electricity use from TNB.

Mitigation (Tree planting)

3.2 MtCO2e

6.0 MtCO2e

Total GHG emissions were reduced by 6 tCO2e through the mitigation effects of 151 matured trees on the company premises. The number of mature trees continues to grow annually, supported by ongoing planting initiatives led by management.

Total GHG Emissions

2332.7 MtCO2e

2120.1 MtCO2e

ENERGY MANAGEMENT

Energy management at Royal Selangor is overseen by the Net Zero Steering Committee. We recognise that non renewable energy is a finite resource that must be conserved responsibly.

In FY 2024/2025, total energy consumption was 3,597 MWh, down 5.2% from 3,793 MWh in FY 2023/2024. This reduction is larger than the 2.4% decrease in production hours, showing that we are using energy more efficiently.

Energy comes from Tenaga Nasional Berhad (TNB) and our in-house solar panels, as shown in the table below.

Energy management

FY 2023/2024

FY 2024/2025

2,578 MWh 1,215 MWh 3,793 MWh 343,316 hours 273 MWh

2358 MWh 1149 MWh 3507 MWh 334,963 hours 274 MWh

Energy from TNB

Energy from Solar

Total energy consumption

Total Production man hours

Energy exported to TNB

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MANAGEMENT OF WATER

Clean water is a precious resource, and managing it responsibly is a top priority at Royal Selangor. Efficient water use is central to our conservation efforts.

In FY 2024/2025, we reduced annual water consumption by 6,000 m³ (14%) compared to the previous year. This improvement follows the resolution of a leaking valve issue in mid-2024.

Looking ahead, we plan to implement rainwater harvesting in FY 2025/2026 for washroom use. Collected rainwater will be combined with existing tubewell water, with an estimated total of 4000 m³ annually. Although this volume is small in relative to total water consumption, it will reduce the need for chemicals such as coagulants, disinfectants, and pH adjusters in municipal water treatment.

WOOD SOURCING

Royal Selangor continues to apply the Chain of Custody (C-o-C) System under the Programme for the Endorsement of Forest Certification (PEFC) to support responsible wood sourcing. This ensures that materials such as Nyatoh, Merbau, Sepetir, and Kulim come from sustainably managed forests. In FY 2024/2025, 11.2% of our total wood purchases were PEFC-certified. When including rubberwood from PEFC-controlled sources, the proportion increases by an additional 9.9%, reflecting our ongoing commitment to sustainable materials. While the overall percentage is influenced by the lack of external suppliers with certification for moulded wood, MDF, and plywood, we continue to explore opportunities to increase the share of certified materials as the supply chain evolves.

Water consumption management

FY 2023/2024

FY 2024/2025

42,557 m³ (100%)

36,578 m³ (86%)

Total volume of water consumed

MANAGEMENT OF WASTEWATER AND EFFLUENT

The Safety and Health Section oversees how wastewater and effluent are managed at Royal Selangor. We work to reduce the amount of wastewater produced and ensure that all effluent is properly treated to minimise environmental impact.

Between FY 2024/2025 and FY 2023/2024, effluent discharge decreased by 8%, while production hours fell by 2.4%. This reduction was mainly due to a lower volume of wastewater generated during production.

Waste & effluent management

FY 2023/2024

FY 2024/2025

1,285 m³ (100%)

1,176 m³ (92%)

Total volume of effluent generated

343316 (100%)

334963 (2.4%)

Total production clocking hours

FY2023/2024

FY2024/2025

SOURCING SUSTAINABLY

Responsible material sourcing is a core principle at Royal Selangor. We work with suppliers who share our commitment to sustainability, with a focus on renewable, recyclable, and low-impact materials. This approach extends into our design and operations, where all manufacturing waste is recycled and customers are encouraged to return unwanted pewterware for recycling.

Ratio of materials sourced from certified PEFC suppliers (RM) Ratio of rubber wood sourced as PEFC controlled materials (RM)

14.9%

11.2%

8.5%

9.9%

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PRODUCT & SERVICES RESPONSIBILITY

AWS infrastructure is up to four times more energy-efficient, due to shared resources, advanced cooling technologies and the integration of renewable energy sources. AWS has also committed to achieving net-zero carbon emissions by 2040, aiming to reduce its carbon footprint by 99%. Beyond ERP, we continue to migrate more systems to cloud platforms to improve energy efficiency and strengthen cybersecurity. Our eCommerce platform moved to Adobe Commerce Cloud (hosted on AWS) in December 2021.

We take deliberate measures to ensure that our tin is sourced responsibly. We purchase only MSC-brand tin from Malaysia Smelting Corporation Bhd. (MSC), a conformant smelter recognised by the Responsible Minerals Initiative (RMI). This reinforces our commitment to responsible sourcing and ethically produced materials.

Period

2023/2024

2024/2025

66

60

Our Retail POS system was migrated to AWS in April 2024. Most recently, our new HR system was implemented on Rymnet, which operates on Microsoft Azure Cloud.

Quantity (metric Tonne)

BIODEGRADABLE AND RECYCLABLE PACKAGING

Starting from September 2024, the Packaging and Design team began a structured initiative to reduce the use of Expanded Polystyrene (EPS) across our packaging materials. EPS, while lightweight and protective, has a high environmental footprint and is difficult to recycle. Replacing it with more sustainable alternatives is an important step in lowering our overall emissions and reducing waste.

As part of this transition, the following improvements were introduced:

Honeycomb board is now used as filler material in master cartons, replacing EPS blocks. This material is fully recyclable, lightweight, and provides comparable protection during transport.

RESPONSIBLE SOURCING OF TIN AND GOLD PLATING MATERIALS

Royal Selangor remains committed to sourcing tin from suppliers and smelters that uphold ethical and sustainable business practices. All tin materials are sourced from conflict-free zones and include MSC Straits Refined Tin of SN99.85% and SN99.9% LLT100ppm. We also procure potassium gold cyanide for gold plating from suppliers that prioritise sustainability throughout their supply chains. All waste generated from the use of potassium gold cyanide is managed and disposed of in full compliance with relevant waste management regulations. Our gold plating solution is likewise sourced exclusively from conflict-free zones.

Foam wrap has replaced grey PU foam in various packaging applications, reducing reliance on petroleum-based foams.

Cardboard packaging has been adopted to replace EPS inserts traditionally used in wooden boxes, enabling easier recycling and reducing plastic-based waste.

Period

2023/2024

2024/2025

2,920

3,212

Quantity (gram)

As the project is still ongoing, the full carbon reduction in MtCO₂e will only be confirmed at the start of FY 2025/2026 once all packaging components have been transitioned and measured.

DIGITAL TRANSFORMATION DRIVE

Royal Selangor has been using cloud storage for our ERP LN system since 2018 through Amazon Web Services (AWS). Moving to the cloud significantly reduces our energy footprint compared to traditional on-premises data centres.

Historically, GHG emissions under Scope 3 from packaging materials were not captured. This initiative marks an important step in strengthening our Scope 3 reporting by quantifying emissions associated with packaging and demonstrating our commitment to reducing lifecycle impacts across our products.

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HERITAGE, ART AND CULTURE

Preserving pewter smithing artistry

ECO week: RIMAU as NGO partner

Community engagement

Design Contributions

CSR: donation of sales on selected range Spirit of volunteerism & community engagement

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COLLABORATIONS ON A GLOBAL STAGE

Royal Selangor actively preserves and advances cultural heritage through collaborations with museums, artists, and designers, bridging tradition with contemporary expression.

Alongside global influences, we draw inspiration from local design and traditional crafts such as batik and other indigenous art forms, seeking meaningful ways to reinterpret and keep these cultural expressions alive.

These partnerships allow us to translate time-honoured techniques into modern design while remaining true to our roots, celebrating diversity and creativity through enduring objects that honour both heritage and innovation.

OUR COMMITMENT TO PRESERVING HERITAGE, ARTS AND CULTURE

Royal Selangor’s commitment to sustainability lies in preserving centuries-old craftsmanship that continues to define our creations today, even as we embrace modern machinery. Since our founding in 1885, we have carried a responsibility to safeguard and pass on the skills and knowledge that make our pewter unique. Our production facility in Malaysia is staffed by almost entirely local talent, reflecting our long-term commitment to nurturing skilled artisans. By fostering a workplace that encourages learning, mastery, and pride in craft, we ensure the continuity and evolution of Royal Selangor’s time-honoured craftsmanship for generations to come.

The British Museum

Silk Road

Sculptura

Savoy

Earth

Imperial

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PRESERVING THE ART OF PEWTERSMITHING

Our commitment to preserving and sharing heritage is further reflected in the Royal Selangor Visitor Centre in Kuala Lumpur, which is open to the public. Here, visitors can explore the history of Kuala Lumpur’s tin mining heritage and Royal Selangor’s role in shaping the tin industry. The centre also offers live pewtersmithing demonstrations and hands-on workshops through programmes such as the School of Hard Knocks and The Foundry, ensuring that the stories, skills, and artistry of pewter continue to inspire and educate future generations.

COMMUNITY ENGAGEMENT THROUGH CULTURAL HERITAGE AND THE ARTS

Royal Selangor engaged communities through a diverse range of cultural, artistic, and educational initiatives that celebrated Malaysia’s heritage while embracing contemporary creativity throughout FY 2024-2025. By hosting exhibitions, festivals, workshops, and collaborative programmes with artists, cultural practitioners, and institutions, the Company fostered inclusive participation, supported creative ecosystems, and strengthened the role of craftsmanship, design, and storytelling in preserving cultural identity.

The School of Hard Knocks and The Foundry workshops at the Royal Selangor Visitor Centre create awareness of the art of pewtersmithing by offering hands-on experiences that allow participants to engage with this traditional craft.

The Pewter Museum and live pewtersmithing demonstrations at the Royal Selangor Visitor Centre provide visitors with an engaging experience, creating awareness of the rich history of pewter and showcasing the craftsmanship behind this traditional art form in real-time.

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ROYAL SELANGOR JAZZ FEST JULY 2024

SUSTAINABILITY WALL LAUNCH - MARCH 2024

Royal Selangor hosted its first-ever Jazz Festival, a 12-hour celebration featuring 19 local musicians and performers. The event supported Malaysia’s creative ecosystem by spotlighting homegrown talent and small creative enterprises, while transforming the Visitor Centre into a vibrant platform for music, culture, and artistic expression.

Royal Selangor launched its Sustainability Wall as a creative expression of environmental responsibility and local artistry. Constructed using recycled OSB materials and created in collaboration with local graffiti artists, the installation celebrated craftsmanship and community, and was officially visited by the Minister of Natural Resources, Environment and Climate Change.

HERITAGE MONTH AT THE VISITOR CENTRE AUGUST–SEPTEMBER 2024

STAR WARS POP CULTURE EVENTS MAY 2025

Royal Selangor supported global pop culture through Star Wars–themed events held in Malaysia, Japan, and the United Kingdom. These activations celebrated storytelling, design, and fandom culture, reflecting the brand’s craftsmanship through officially licensed collections that connect contemporary popular culture with artisanal heritage.

During Heritage Month, Royal Selangor collaborated with local artist and author Emila Yusof to create a children’s corner featuring colouring activities and storytelling. The programme highlighted Malaysian folklore and historical figures, encouraging younger audiences to engage with local heritage through art, literature, and creative play.

AUTUMN/WINTER 2024 & SPRING/ SUMMER 2025 COLLECTIONS

RS140 ANNIVERSARY CELEBRATION FEBRUARY 2025

Royal Selangor’s seasonal collections drew inspiration from culture, science, and heritage. Autumn/Winter 2024 featured the Earth Collection, including wildlife artworks by Rachel Grey and the Tigris collection highlighting Malaysian tigers. Spring/Summer 2025 introduced Tariq, celebrating Islamic navigation, astronomy, and knowledge.

Royal Selangor marked its 140th anniversary with a year-long celebration honouring heritage and craftsmanship. Highlights included a commissioned graffiti timeline by Malaysian artists, historical exhibitions, and cultural installations, officially officiated by the Deputy Minister of Tourism, Arts and Culture at the Visitor Centre.

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TENUN PAHANG DIRAJA EXHIBITION SEPTEMBER–OCTOBER 2024

SELANGOR ROYAL WARRANT CONFERMENT JUNE 2025

Royal Selangor was honoured to host the Tenun Pahang Diraja Exhibition, graciously consented by H.R.H. The Tengku Ampuan of Pahang. Featuring 30 pieces from Her Royal Highness’s personal collection, the exhibition celebrated Malaysia’s textile heritage in conjunction with Merdeka and Malaysia Day.

Royal Selangor received its second Selangor Royal Warrant, graciously conferred by His Royal Highness Sultan Sharafuddin Idris Shah Alhaj. This conferment reaffirmed the company’s longstanding commitment to excellence, integrity, and cultural heritage, following its first Royal Warrant granted in 1979.

ECO WEEK 2025 JUNE 2025

CELEBRASIA UK SEPTEMBER 2024

Royal Selangor hosted its first ever Eco Week 2025, featuring exhibitions, workshops, film screenings, and talks that explored sustainability through design, culture, and daily life. The programme brought together NGOs, artists, and communities, demonstrating how creative expression can raise awareness for environmental stewardship and endangered species.

Royal Selangor participated in the inaugural Celebrasia UK at Battersea Power Station, celebrating ASEAN culture on an international stage. The brand introduced its signature School of Hard Knocks pewtersmithing workshop to the UK, offering visitors hands-on exposure to Malaysian craftsmanship beyond its Visitor Centre.

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DESIGN COLLABORATION FOR CONSERVATION

DESIGN CONTRIBUTIONS

Tigris is our tribute to the majestic Malayan tiger, expressed through bold geometry and contemporary cubist design. We collaborated with VERITAS, a globally recognised multidisciplinary design firm, to create this collection by uniting two materials that represent our distinct identities. We crafted the pewter elements to reflect Royal Selangor’s heritage and craftsmanship, while VERITAS contributed concrete components that echo their architectural roots. Through this partnership, we expanded our exploration of mixed-media design, demonstrating how traditional metalwork can be harmoniously combined with modern industrial materials to create meaningful, enduring pieces.

ECO-COMPOSITE

Royal Selangor continues to advance its circularity efforts by transforming the substantial volume of sawdust generated from its woodcraft processes into a sustainable biocomposite material. The sawdust shavings are carefully refined and blended with a specialised binding resin to create a durable, food-safe eco-composite that can be moulded into functional components. This material is used to form coaster bases, tin caddy bases, and holders for decorative plates. Initially introduced in collections such as the Reunion tea caddies and Heritage coasters, the biocomposite has since been incorporated into additional ranges, including the Woodland and Ace collections, as well as limited-edition pieces like the red variant created for the Year of the Horse.

This initiative not only reduces waste but also reflects Royal Selangor’s commitment to responsible material innovation and sustainable product design.

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SUPPORTING COMMUNITIES AND CAUSES

Royal Selangor is committed to contributing positively to the communities in which we operate. We extend our support to a range of initiatives and organisations that reflect causes we care about, from social inclusion and health awareness to cultural preservation and environmental conservation. Through these partnerships, we aim to make a meaningful contribution while encouraging engagement and awareness among our employees and stakeholders.

Royal Selangor collaborated with the Breast Cancer Welfare Association Malaysia (BCWA) in support of breast cancer awareness and patient care. For this financial year, Royal Selangor made contributions that support BCWA’s ongoing programmes that provide support, education, and assistance to breast cancer patients and their families.

Royal Selangor contributed to the Spastic Children’s Association of Selangor through a fun run and donation initiative. This effort supported SCAS in providing education, therapy, and vocational training for children and adults with cerebral palsy, while fostering greater community awareness and inclusion for individuals with special needs.

Royal Selangor contributed to RIMAU through a collaboration with Veritas on the Tigris collection, with proceeds pledged to support tiger conservation efforts. In conjunction with Eco Week, Royal Selangor also hosted a screening of RIMAU’s documentary Malaysia’s Last Tigers at the Visitor Centre to raise awareness on wildlife conservation.

Royal Selangor contributed to Kiwanis through the organisation of a charity treasure hunt. This initiative supported Kiwanis’ mission to improve the lives of children and communities, while encouraging teamwork, volunteerism, and social responsibility among participants in a fun and engaging fundraising activity.

Royal Selangor contributed to Yayasan Budi Penyayang by supporting its initiatives to assist underprivileged individuals and families. This contribution aided the foundation’s work in education, welfare, and humanitarian assistance, helping to promote compassion, care, and sustainable community development.

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STRATEGY, METRICS & TARGETS

Royal Selangor has set a target to reduce 1,000 tCO₂e of greenhouse gas emissions by FY2029–2030 as part of its net-zero carbon initiative. The primary reduction strategy is the adoption of energy-efficient technologies, selected for their cost-effectiveness and ability to generate savings that help finance implementation. Electricity-intensive operations, particularly the hot cast and cold cast divisions, have been identified as key areas for improvement. Air-conditioning systems also account for a significant share of electricity consumption. Upgrading to VRV-based air-conditioning units is projected to lower power usage by 15–42%, depending on operating conditions and system configuration.

TASK FORCE ON CLIMATE-RELATED FINANCIAL DISCLOSURES (TCFD)

Additional reductions will be pursued by transitioning to energy sources with lower emission factors, contributing to the decrease of Scope 1 and Scope 2 emissions.

The table below outlines the proposed projects within Royal Selangor’s net-zero roadmap. Several initiatives are currently in the conceptual assessment stage.

Royal Selangor remains committed to transparent disclosure of climate-related risks and opportunities. Anticipating Bursa Malaysia’s requirement for all public-listed companies to adopt TCFD reporting by December 31, 2025, we commenced our Task Force on Climate-related Financial Disclosures (TCFD) reporting in FY2024–2025. Through this report, we provide consistent voluntary disclosures that strengthen investor insight into climate impacts on our business and affirm our dedication to sustainability and sound financial governance. This TCFD report provides an updated overview of how we manage climate-related risks and opportunities. The metrics presented help assess the potential impacts of climate change on our operations and strategic direction. Through these disclosures, we aim to strengthen our risk management practices while enhancing transparency and accountability across the organisation.

Methodology

Period: 2025-2030

Scope 1 ICE to EV

Convert current internal combustion engine (ICE) vehicles i.e. forklifts (17.2 MtCO₂e) and shuttle vans (121.7 MtCO₂e), to electric vehicles (EVs). Royal Selangor has excess solar energy to support these EVs in FY2024–2025, providing 274 MWh or 213 MtCO₂e.

Scope 2 Reduction in electricity

Install voltage stabilisers in the CNC room and F4C3/F4C4 to reduce high TNB voltage (424–5 V) to 411 V, achieving an overall power consumption reduction of 9%.

Install timers to switch off fans and lighting in specific areas at designated times.

Optimise the operating time of electric pots to minimise power wastage when operators are absent.

Scope 2 Higher efficiency (equipment)

Install VRV air conditioners with higher energy efficiency in the planning office and showrooms (pending budget approval), with estimated power savings of 15–42% compared with conventional air conditioners and 18–33% compared with HVAC systems.

Scope 2 Higher efficiency (processes)

Use castable bricks and rockwool with improved insulation properties for casting pots.

Apply thermal insulating coatings inside cast iron casting cauldrons.

Install pot covers over casting pots to reduce heat loss.

Use an oven for selective mould heating to improve energy efficiency.

Implement twin-roller sheet casting using a mouldless concept to minimise mould heating requirements.

Employ thinner moulds with reduced weight to lower heating and cooling energy needs.

Incorporate titanium in mixed-material moulds to strengthen them and reduce mould leakage.

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