Corporate
Sustainability Report
Management recognises the growing
importance of instituting socially
responsible practices into our business
practices. We believe by incorporating
such responsibilities into our corporate
culture, we will be able to achieve greater
success for RHT. Apart from some of the
obvious benefits of CSR such as cost
savings, the intangible benefits of CSR may
include more motivated employees and
greater transparency for our stakeholders
including investors, customers or suppliers.
We have identified four main areas of
focus for incorporating sustainability
practices which we deem would help to
improve the business of RHT:
1. Organisation Resilience
2. Governance and Risk
3. Social /Community
4. Environmental
Organisation Resilience
Quality operators are key to the success
of RHT’s business. A major part of RHT’s
business involves the management of
healthcare related infrastructure assets
used by medical operators. It is of utmost
importance for RHT’s operators, who
manage and provide the medical services
in RHT’s clinical establishments, to have
a sound reputation for advanced medical
treatment.
To attract and retain quality operators,
management therefore work with
our operator to understand their
infrastructure needs in connection with
the types of medical programs that they
look to provide. As the needs of the
medical operator may vary depending
on the medical programs and needs of
patients, we may customise the Clinical
Establishments to cater for such needs. By
working hand in hand with our operator to
meet the needs for their medical programs,
this will help improve their revenue, which
in turn results in an increase in the credit
worthiness of our operator. Furthermore,
a portion of RHT’s revenue is tied to
the performance of the operator, which
strengthens the mutually dependent
relationship between the two parties.
The management of capital is another
important aspect contributing to resilience
of RHT. In order to be able to provide
quality healthcare infrastructure assets to
operators at an attractive price, RHT needs
to be able to obtain funding at the most
competitive pricing. Investors are another
important stakeholder. To obtain funding
from investors, they need to have a clear
understanding of RHT and its growth
potential. Hence, management actively
reaches out to the investment community
through a variety of manner in order
to update them on the operational and
financial achievements of RHT. Regular
face-to-face meetings, conference calls
as well as media campaigns are conducted
to constantly reach out to investors.
An Annual General Meeting is held
annually for unitholders to engage with
us personally.
GOVERNANCE
RHT is managed by Religare Health Trust
Trustee-Manager Pte. Ltd. (“Trustee-
Manager”), which is based in Singapore,
and we are supported by the RHT team
in India, where RHT’s portfolio of clinical
establishments are based and managed.
There are inherent conflicts of interests in
the ownership and management of RHT,
and having a strong corporate governance
culture within the management team
will aid in eliminating or mitigating
the conflicts of interests. Reducing
such operational risks in RHT through
maintaining good corporate governance
helps increase the sustainability of RHT.
You may refer to the Corporate
Governance report which can be found
on page 45 of this Annual Report, where
we have outlined our key corporate
governance policies.
In addition, the Trustee-Manager has put
in place processes to ensure that high
standards of integrity are upheld in our
business operations and conduct. We have
a gifts and entertainment policy which
restricts the giving or receipt of gifts and
entertainment (whether in cash or in kind),
which is in anyway unlawful or unethical, in
order to gain any commercial, contractual
or regulatory advantage for RHT.
SOCIAL RESPONSIBILITY
Employees
Employees play an instrumental role in the
competitiveness and success of a business.
As such, management believes in the need
to invest in its employees to maximise their
full potential. In order to attract, grow and
retain employees, we follow the following
guiding principles:
Recruiting and promoting employees
based strictly on merit, regardless of
gender, race or religion.
Maintaining a favourable working
environment such as the provision of
adequate leave for employees, providing
child care and maternity leave, so as
to enable employees to meet their family
duties while performing their best on
the job.
Respecting human rights including
having in place grievance redressal
channels, sexual harassment
complaint channels and respect for
each employee’s personal data and
information.
2015 2014 2013 2012 2011
National Energy
Conservation
Award
Noida CE &
Mohali CE
Nagarbhavi
CE &
BG Road CE
Anandpur
Mulund CE Noida CE
CII National Award
for Excellence
in Energy
Management
Mohali CE
(CII Energy
Management
Award)
Anandpur CE
(CII Energy
Efficient Unit
Award)
Mohali CE
(CII Energy
Management
Award)
2013 2010
GRIHA
CERTIFIED
BUILDING
Gurgaon
CE
Shalimar Bagh
CE
Annual report FY2016
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