Talent Attraction
Employer Branding
2020 KPI
- Refine communication strategy for employer branding
Progress Updates in 2020
- A new online communication strategy for employer branding has been rolled out and is being used for recruitment in Hong Kong and the Chinese mainland.
Compensation and Benefits
2020 KPI
- Conduct compensation and benefits review
Progress Updates in 2020
- A job evaluation platform has been identified which will aid in the development of a Swire Properties Rewards Philosophy. The compensation and benefits review exercise will start in Hong Kong and then be expanded to our Chinese mainland and Hotels portfolio.
Recruitment Process
2020 KPI
- Introduce new digitalised recruitment platform
Progress Updates in 2020
- Digitalised career application websites have been developed for Swire Hotels.
Talent Retention
Learning and Development
2020 KPI
- 25% increase in training hours per employee per year3
Progress Updates in 2020
- Delivered more than 126000 training hours in 2020, an average of 20 training hours per employee4.
- In 2019, we delivered more than 169,000 training hours, which represented an increase of 112% compared to the 2016 baseline.
Performance Development Review (“PDR”)
2020 KPI
- Incorporate elements of the SD 2030 Strategy into annual performance goals and PDR for all employees
Progress Updates in 2020
- Since 2019, our office employees have been asked to set their annual performance goals to align with each Pillar.
Incentive Structure
2020 KPI
- Conduct incentive structure review
Progress Updates in 2020
- A job evaluation platform has been identified to develop a Swire Properties Rewards Philosophy. The compensation and benefits review exercise will start in Hong Kong and then be expanded to our Chinese mainland and Hotels portfolio.
Safety, Health & Wellbeing
Safety
2020 KPI
- Increase total occupational health and safety (“OHS”) training hours by 5%5
Progress Updates in 2020
- Delivered approximately 23870 OHS training hours. In 2019, we delivered more than 28600 hours, representing an increase of 21%.
2020 KPI
- Conduct compulsory OHS training via an e-learning platform for all of our employees
Progress Updates in 2020
- Launched an e-learning platform for senior management to receive compulsory OHS training, with a completion rate of 100%. We expanded this digital platform to frontline and office employees in phases throughout 2020.
2020 KPI
- Maintain Lost Time Injury Rate (“LTIR”)6 below 2.0
Progress Updates in 2020
- LTIR of 1.25.
2020 KPI
- Maintain record of zero work-related fatalities
Progress Updates in 2020
- Maintained zero work-related fatalities.
2020 KPI
- Migrate OHSAS 18001 to ISO 45001 standard in Hong Kong and the Chinese mainland7 portfolios
Progress Updates in 2020
- We migrated our safety management systems in Hong Kong to the ISO 45001:2018 standard several years ago. Four properties in our Chinese mainland portfolio completed this migration in 2020.
Satisfaction
2020 KPI
- Conduct employee engagement survey for all employees
Progress Updates in 2020
- This survey was launched and completed for all employees in our Hong Kong and Chinese mainland portfolios in 2020, with an overall response rate of 97%.
2020 KPI
- Implement employee assistance programme in all Chinese mainland8 offices
Progress Updates in 2020
- Maintained our previously implemented employee assistance programme for office and frontline employees.
Health and Wellbeing
2020 KPI
- Develop a health and wellbeing policy framework
Progress Updates in 2020
- Maintained a wellness programme for employees in our Hong Kong and Chinese mainland portfolios, including a sponsorship fund in Hong Kong providing financial support for employees to organise internal sports clubs and other interest clubs. During the COVID-19 pandemic, our interest club activities were incorporated into the wellness programme.
Diversity and Inclusion
Policy, Strategy and Governance
2020 KPI
- Adopt a diversity and inclusion (“D&I”) Policy
Progress Updates in 2020
- Our D&I Policy has been adopted.
2020 KPI
- Establish a D&I committee
Progress Updates in 2020
- A D&I Committee has been established and continues to work on implementing the D&I Policy and related initiatives.
2020 KPI
- Introduce a formal employee grievance policy
Progress Updates in 2020
- Grievance and reporting procedures are outlined in our Company Code of Conduct.
Culture
2020 KPI
- Conduct D&I awareness training for senior management
Progress Updates in 2020
- D&I awareness training was conducted for senior management.
Disclosure
2020 KPI
- Public disclosure of data on gender, age, job level, pay and ethnicity
Progress Updates in 2020
- Data on gender, age, job level, and pay for 2020 is disclosed in the Performance Data Summary of this report.
Working Environment
2020 KPI
- Develop a Flexible Working Policy and associated guidelines
Progress Updates in 2020
- Continued to roll out our Flexible Working Policy, adding a Sabbatical Leave Policy in addition to the Staggered Working Hours initiative.
Volunteering
Community Ambassador Programme
2020 KPI
- 20% increase in volunteer service hours (>9,300 hours)9
Progress Updates in 2020
- This year, our Community Ambassadors in Hong Kong, the Chinese mainland and Miami, U.S.A. contributed more than 2000 volunteer service hours10. In 2019, our Community Ambassadors contributed more than 7000 hours.
2020 KPI
- Introduce Community Ambassador programme in employee induction
Progress Updates in 2020
- Since 2017, our basic induction training for new hires in Beijing and Hong Kong includes an introduction to the Community Ambassador programme.
Community Caring Fund
2020 KPI
- Increase the number of nominated programmes from employees by 20%11
Progress Updates in 2020
- This year’s fund supported two projects related to COVID-19 prevention and protection. See Resilience for more details.
3/9/11 | Compared to the baseline year of 2016. |
4/10 | This figure was lower than previous years due to COVID-19 restrictions. |
5 | Compared to the baseline year of 2015. |
6 | LTIR represents the number of injuries per 100 employees per year. It is calculated as multiplying the total number of injuries by 200,000 and then dividing the product by the total number of hours worked. The factor 200,000 is the annual number of hours worked by 100 employees, based on 40 hours per week for 50 weeks a year. |
7/8 | Non-joint venture centres (i.e. Taikoo Hui and Taikoo Li Sanlitun) only. |