Explore Our Governance Framework for Informed Decision-Making and Accountability

Corporate Governance Statement

Corporate governance has always been at the core of Impact Integrated’s commitment to maintain the highest standard of integrity, accountability and transparency in accordance with the governing law and regulations in serving the interests of its stakeholders. Impact Integrated is governed by the Companies Act 2016 and the Company’s Constitution.

Board Charter

To further strengthen the governance of Impact Integrated, the Company has adopted a Board Charter in accordance with the Malaysian Code of Corporate Governance 2021. The Board Charter serves as the primary reference for guidance and clarity for the Board and the Management of the Company with regards to the roles, powers and responsibilities of the Board and the delegation of its responsibilities to the Board Committees.

Specific powers of the Board are delegated to the Board Committees. There are 2 Board Committees namely Nomination & Evaluation Committee (NEC) and Audit & Governance Committee (AGC). The main purpose of the NEC is to assist the Board in the nomination, appointment and annual evaluation of the Board while the main purpose of the AGC is to assist the Board in fulfilling its oversight responsibilities for the financial reporting process.

Code of Conduct


Conflict of Interest

Conflict of interest refers to any situation where the objectivity in an employee’s decision-making process or in the performance of their duties is compromised. Employees are given a guideline on the steps to adhere to during a potential or actual conflict of interest.


Dealings with Business Partners & Associates

All transactions conducted with the Business Partners and Associates must be done at arm’s length wherein the terms are not selectively and unjustifiably favourable which may give rise to a perception of favouritism or preferential treatment.


Dealings with Government & Authorities

When performing any transactions involving the Government and Authorities, employees must exercise proper due diligence and care to ensure that such transactions are done properly and will be free from any actual or perceived conflict of interest or bribery and corruption.

Dealings within the Group & Outside Employment

Employees should not have any personal business dealings or contract with any companies within the Group. If employees intend to engage in any business activities outside of the Group, prior written approval from the CEO for each venture is required. If approval is obtained, they must ensure that your personal activities do not affect or interfere with your duties in the Group in any way.

Anti-Bribery & Corruption

The Group strictly prohibits any attempt to influence any decision or action, be it directly or indirectly, by offering, giving, soliciting or accepting any form of bribery or any other unethical and corrupt method. When employees encounter any actual or potential bribery and corruption, they are required to immediately escalate the matter to the CEO.

Gift, Entertainment & Travel

The Group strictly prohibits the giving, offering, soliciting or accepting gifts, entertainment and travel of any kind or value, regardless of the reason behind such exchange, however an exception can be made for the exchange of business hospitality with legitimate reasons once proper approval has been obtained from the CEO, as long as it is done sparingly.

Donation & Sponsorship

Donation and sponsorship should not be given to individuals, and when it is given to organisations, must not be transferred to a private bank account. Employees are expected to exercise due care and diligence in ensuring that the donations and sponsorships comply with all legal requirements and are not misconstrued as a bribe.

Political Contribution

Any contribution to a political candidate, political party, or any form of contribution for political purposes such as payments for advertisements, campaigns and fundraisers are strictly prohibited. If any Employee, Trustee or Members wants to show political support, you must ensure that your personal political contributions are not misconstrued as support from the Group.

Anti-Money Laundering & Terrorism Financing

You must take the necessary measures to prevent the Group from being used as a conduit by criminals to hide their illegal money by passing it off as legitimate income. Employees must immediately notify the CEO once they become aware or suspicious of any actual or potential money laundering or terrorism financing activities.


Employees must be aware of their professional responsibilities in assuring that any relationships formed does not raise concerns about favouritism, bias, ethics, and conflict of interest. Guidelines on disclosing romantic relationships within the Company must be strictly adhered. 

Organisational Anti-Corruption Plan (OACP)

In an effort to have a holistic, structured and action-oriented approach to governance, we created our first edition of Organisational Anti-Corruption Plan (OACP) in 2022. The OACP is in line with the government’s requirement set out in the National Anti-Corruption Plan (NACP), and the Ministry of Youth and Sports’ Organisational Anti-Corruption Plan (OACP) 2021-2025.

The goal of developing the OACP is to mitigate corruption through leading by example, achieving excellence in partnerships, and mainstreaming anti-corruption strategies/measures in public/private organisations, as we strive towards building a happy, harmonious and corruption-free organisation. With the creation of OACP, we aim to strengthen our processes and be the gold standard for a company with anti-corruption practices.

Breach of Code

It is important to promptly report instances of actual or suspected breaches of the Code. You should not remain silent or enable any violation of the Code as the Group’s ability to deal with these violations depends on your cooperation and reports.

In the event it is inappropriate to escalate your concerns to your immediate superiors or HOBs; or if you are not satisfied with the response received from them, you may directly report your concerns of actual or suspected violations of the Code to the following channels:

  • Grievance Channel: (Complaints relating to personal dissatisfaction or maltreatment as an Employee.)
  • Whistleblowing Channel: (Complaints relating to illegal conduct, unethical matter or violation of the Code which may impact the Group, be it criminal in nature or otherwise.)