Board Diversity Policy

 

Board Diversity Policy of Genera Agri Corp Limited
1. Purpose:
The Board Diversity Policy (the “Policy”) aims to set out the approach to achieve diversity on the
Board of Directors (the “Board”) of ( the “Company”). Building a Board of diverse and inclusive
culture is integral to the success of M/s Genera Agri Corp Limited (the “Company”). Ethnicity, age
and gender diversity are areas of strategic focus to the composition of our Board. The Board
considers that its diversity, including gender diversity, is a vital asset to the business.

2. Vision:
The M/s Genera Agri Corp Limited (the “Company”) recognizes and embraces the benefits of
having a diverse Board to enhance the quality of its performance.

3. This policy applies only to the Board of the Company but does not apply to employees.

4. Policy Statement:
With a view to achieving a sustainable and balanced development, the Company witnesses
increasing diversity at the Board level as an essential element. In Designing the Board’s
composition, Board diversity has been considered from a number of aspects, including but not
limited to gender, age, Cultural and educational background, ethnicity, professional experience,
skills and knowledge. All Board Appointments will be based on meritocracy and candidates will be
considered against objective criteria, having due regard for the benefits of diversity on the Board.
The Company believes that a diverse Board will contribute to the achievements of its strategic
and commercial objectives, including to:
 Drive business results:
 Make corporate Governance more effective
 Enhance quality and responsible decision making capability:
 Ensure sustainable development: and
 Enhance the reputation of the Company

5. Measurable Objective:
Selection of Candidates will be based on a range of diversity perspectives, including but not
limited to gender, age, culture and educational background ethnicity, professional experience,
skills and knowledge. The ultimate decision will be based on merit and contribution that the
selected candidates will bring to the Board. The Board’s Composition (including gender, ethnicity,
age) will be disclosed in the Corporate Governance Report annually.

6. Monitoring and Reporting:
A. The Nomination and Remuneration Committee is (among other things) responsible for:
 Formally assessing the appropriate mix of Diversity, skills, experience and expertise
required on the Board and assessing the extent to which the required skills are
represented in the Board:
Making recommendations to the Board in relation to Board succession, including the
succession of the Chairman, to maintain an appropriate mix of diversity, skills,
experience and expertise on the Board and
 Reviewing and reporting to the Board in relation to Board Diversity.

B. The Nomination and Remuneration Committee will report to the Board on:
 Initiatives undertaken by the Committee in relation to Board Diversity and to achieve
the measureable objectives.
 Progress in achieving the Measurable Objectives and to make recommendations to
the Board on the same.

C. The Nomination and Remuneration Committee will report annually, in the Corporate
Governance Report, on the Board’s composition under diversified perspectives, and monitor
the implementation of the Policy.

The Board shall have an optimum combination of executive, non-executive and independent directors in
accordance with requirements of the Articles of Association of the Company, the Companies Act, 2013,
Listing Agreement and the statutory, regulatory and contractual obligations of the Company.

The effective implementation of this policy requires that shareholders are able to judge for themselves
whether the Board as constituted is adequately diverse. To this end, Company shall continue to provide
sufficient information to shareholders about the size, qualifications and characteristics of each Board
Member.

7. Review of the Policy
The Nomination and Remuneration Committee will review the Policy, from time to time, to ensure
the effectiveness of the policy. The Nomination and Remuneration Committee will discuss any
revisions that may be required, and recommend any such revisions to the Board for consideration
and approval.

8. Disclosure of the Policy
The Policy will be published on the Company’s website for Public information.
A summary of the Policy together with the measurable objectives set for implementing this Policy,
and the progress made towards achieving those objectives will be disclosed in the Corporate
Governance Report annually.

9. Policy Governance
Policy Sponsor: Managing Director
Date approved:
Approved by: the Board
Responsibility for document management: Managing Director/Company Secretary.