2024 Progress
2024 Progress
Our People Working Group is comprised of 24 representatives from distinct functions within the Company. Its primary responsibility is to achieve progress in the six focus areas of the People Pillar: Talent Attraction, Talent Management, Occupational Health and Safety, Diversity and Inclusion, Workplace Wellbeing and Volunteering.
In 2024, we continued to work towards achieving our 2025 KPIs. Specific achievements this year included the revamp of our Workplace Wellbeing Framework, completion of diversity, equity, inclusion and belonging (“DEIB”) assessment and launched the Working Parents Connect employee support group in December. Our progress towards our 2025 KPIs is summarised in the table below.
Employer Branding
2025 KPI
- Improve employee net promoter score (“eNPS”) by 10%3
Progress Updates in 2024
- Our 2024 People’s Engagement Pulse Surveys showed an eNPS improvement of 81%. Our Talent Management subgroup is developing strategies to further improve performance in this area.
3 | Compared to the baseline year of 2020. |
Learning and Development
2025 KPI
- A 25% increase in training hours per employee per year4
Progress Updates in 2024
- Delivered 173,933 training hours in 2024, an average of 25 training hours per employee. This is an increase of 105% compared to our 2016 baseline year.
Engagement
2025 KPI
- Achieve an employee engagement index rating of 90% or above
- Improve employee turnover rate by 5.5%5
Progress Updates in 2024
- The results of our 2024 People's Engagement Pulse Survey, recorded an 87% employee engagement index rating.
- The turnover rate in 2024 was 11%, an 53.6% improvement compared to our 2018 baseline year.
4 | Compared to the baseline year of 2016. |
5 | Compared to the baseline year of 2018. |
Safety
2025 KPI
- Maintain a Lost Time Injury Rate (“LTIR”) below 1.2 for non-hotel operations; and at or below 2.0 for hotel operations
- Maintain zero work-related fatalities and zero serious incidents6 for employees
Progress Updates in 2024
- In 2024 we recorded an LTIR of 0.56 for non-hotel operations and an LTIR of 1.08 for Swire Properties’ hotel operations.
- We maintained zero serious incidents and zero work-related fatalities in 2024.
6 | “Serious incident” is defined in the Swire Pacific Fatal and Serious Incident Reporting Policy. |
Policy, Strategy and Governance
2025 KPI
- Maintain a female representation of no less than 40% in the workforce
- Maintain a gender balance in strategic leader positions7
- Maintain gender pay ratio at 1:1
Progress Updates in 2024
- 42.5% of the workforce is female.
- 40% of strategic leader positions were held by women in 2024.
- The gender pay ratio in 2024 was 1 : 0.97 (female to male).
7 | Strategic leader refers to management position who lead functions, departments or regions. |