Diversity and Inclusion | People | Swire Properties Sustainability Report 2024

Diversity and Inclusion

GRI 2-21, 405, 406
HKEX Aspect B1

Diversity and Inclusion

GRI 2-21, 405, 406
HKEX Aspect B1

Swire Properties embraces Diversity and Inclusion (“D&I”) as we understand the importance of a diverse workforce to our business success. In 2024, we continued our work to build an inclusive and supportive working environment through policies, engagement and education.

The relevant SDGs are:

SDG 5

Achieving gender equality and empowering women and girls.

SDG 10

Reducing inequalities within and among countries.

Our commitment to promoting diversity in the workplace is documented in our Corporate Code of Conduct and our Equal Opportunities Policy, both of which are communicated to employees through our employee handbook. Additionally, the Swire Pacific Diversity and Inclusion Steering Committee formulates policies and provides guidelines that promote a diverse workforce and an inclusive working environment across the Swire Group.

In 2021, Swire Properties became a corporate member of CareER, an NGO that provides career development opportunities to persons with disabilities and special educational needs. We also began participating in the CareER Disability Inclusion Index, a comprehensive localised assessment tool that evaluates a company’s performance in terms of disability inclusion in its operations and services. We have been recognised as a CareER Disability Inclusive Employer.

D&I Policy

Our D&I Policy reaffirms our commitment to creating an inclusive and supportive working environment for all our employees regardless of age, gender or gender reassignment, sex or sexual orientation, marital or family status, disability, race (including ethnic origin or nationality), and religious or political beliefs.

Our D&I Committee is chaired by our Director, Human Resources and reports to the Executive Committee (“EXCOM”) on a quarterly basis. The D&I Committee’s responsibilities include ensuring equal opportunities, advocating fair and bias-free processes for recruiting, developing and promoting our employees, and monitoring our success in achieving D&I in our workplaces. The D&I Committee also serves as a governing body that reviews grievances relating to discrimination.

As society has evolved, so have the Company’s D&I practices. In recognition of our increasingly diverse workplaces, we have introduced new policies on respect in the workplace, staff grievances and parental leave. These policies are fostering an inclusive and supportive working environment for all our people, creating a workplace in which they feel comfortable and able to reach their full potential. In turn, this produces a work environment without harassment and bullying, in which proper procedures are in place to ensure that grievances and complaints are dealt with effectively, fairly and efficiently.

Respect in the Workplace Policy

Our Respect in the Workplace Policy aims to ensure that all our people are treated, and treat others, with dignity and respect. It outlines Swire Properties’ expectation that our people contribute to an environment of trust and respect and conduct themselves in a manner which is not offensive, or reasonably perceived by others to be offensive, and which takes due account of the diversity of others’ backgrounds, cultural values and beliefs. Behaviour which does not adhere to this policy will not be tolerated and will lead to disciplinary action being taken, up to and including dismissal.

Parental Leave Policy and Guidelines

Our Parental Leave Policy and Guidelines demonstrate Swire Properties’ commitment to supporting our employees when they start or grow their families, and our commitment to removing bias in the workplace. We recognise that there are many diverse types of family units, and we challenge the view that childcare is solely a female responsibility. Ultimately, we want our people to pursue fulfilling and successful careers while raising children. Providing appropriate levels of parental leave is key to this aim. The policy recognises all parents regardless of their gender or sexual orientation, how they became parents (whether by natural birth, surrogacy or adoption), and the nature or existence of a family unit.

In addition to parental leave, we offer our Chinese Mainland employees five to 10 days paid care leave annually, giving them more time to take care of their children.

Flexible Working Policy Initiative

Our Flexible Working Policy was launched in 2019. We introduced the Staggered Working Hours initiative to allow employees to arrive or leave the office at flexible times provided they are present during specified core working hours. Employees can balance their work with their personal commitments, helping advance our goal of building a more people-centric workplace culture. We believe that staggered working hours empower our employees to be more creative and productive.

Swire Properties introduced our Remote Working Policy in 2022 to provide our employees with more flexibility when performing their work duties.

We also employ a variety of other working alternatives across our offices. These were initiated during the COVID-19 pandemic and include distributed work, working from home and telecommuting arrangements. These policies vary according to needs and geography.

We launched the Sabbatical Leave Policy in 2020. Sabbaticals allow an employee to have an extended period away from work, during which time they may recharge themselves, adjust to any life transitions, dedicate time to family matters, or develop their skillsets in various areas. Although this is unpaid leave, employees on sabbatical still enjoy selected staff benefits such as annual leave, medical, training and the use of recreation facilities.

Female Representation in the Workforce

(As at 31 December 2024)

42.5%

female representation in the workforce

Percentage of Strategic Leader Positions Held by Women

(As at 31 December 2024)

40%

of Strategic Leader positions held by women

2024 Gender Pay Ratio

1 : 0.97

(female to male)

2024 Chief Executive Pay to Employee Pay Ratio

1 : 30.4*

*Calculated as the ratio between the total annual compensation of the Chief Executive and the mean employee compensation

Pride Month 2024

During Pride Month 2024, Swire Properties organised weekly events to show support for our LGBTQ+ community and to celebrate an inclusive workplace. Altogether, more than 100 colleagues from different offices and departments took part in these Pride Month activities. In Hong Kong, these included:

Drag Performance and Trivia Night

Colleagues enjoyed a show by drag queen Emma Ohrey and took part in a fun Pride-themed quiz while sampling complimentary food and drink at The Upper House’s Salisterra restaurant.

Rainbow Crochet Workshop

Combining a therapeutic session of crochet while learning more about LGBTQ+, this workshop was a hit with colleagues.

Transgender Talk with Henry Tse

To increase awareness of policy issues facing the LGBTQ+ community, we partnered with 1880 to organise a panel discussion with guest speaker Henry Tse. The audience heard about his recent landmark achievement of getting the Hong Kong government to acknowledge and officially change his gender on his Hong Kong Identity Card after a seven-year legal battle.

5km Charity Road Race

In a long-standing tradition, Pride Month once again culminated in our 5K Charity Road Race. This year, all runners pledged to make a minimum donation in support of Hong Kong Marriage Equality, a local non-profit organisation. Swire Properties matched all the donations, doubling the impact for this worthwhile cause.

Pride Month in Miami

Throughout Pride Month, Brickell City Centre proudly hosted the “Freedom to Express” programme, a month-long series of events honouring and uplifting the LGBTQ+ community. The initiative featured a diverse range of activities that celebrated identity, fostered connections through community art events, and raised a toast to the spirit of LGBTQ+ with Pride-inspired cocktails. The events attracted more than 1,500 attendees.

Pink Friday

Held every November, Pink Friday gives visible support to the LGBTQ+ community and celebrates the importance of inclusive and diverse workplaces. Over 130 Swire Properties' colleagues showed their support by dressing up in pink on Pink Friday. 2024’s festivities included a colourful photo opportunity backdrop; a staff yoga event at Blueprint; a Pink Friday-inspired “pink menu” created in collaboration with two Taikoo Place F&B tenants, where customers dressed in pink could enjoy special offers; and complimentary cookies and lunch sets distributed to tenants and colleagues.

Gender Equity Network

In September, the Gender Equity Network (“GEN”) hosted the seventh “Uncomfortable Conversation” talk series with Neurodiversity as the topic, addressing common misconceptions and the importance of genuine inclusion. Forty-four people attended the talk.

Additionally, GEN hosted 20 “Comfortable Conversations” talk series, gathering colleagues for breakfast discussions on a range of D&I issues. These monthly gatherings engaged over 100 participants, promoting deep dialogue on gender-related issues in a supportive environment.

International Women’s Day

On 8 March 2024, we marked International Women's Day by organising a series of events for all Swire Properties' staff, including an online quiz, an “appreciation wall” and a “comfortable conversation” set up by the GEN. Themed #InspireInclusion, these initiatives aimed to collectively confront biases, challenge stereotypes and combat discrimination, while striving to build a world where diversity thrives.

The event attracted enthusiastic participation, with over 200 entries for the online quiz.

Taikoo WIN Events

The Taikoo Women’s Inspire Network (“Taikoo WIN”) is a business network established by Swire Properties and two of our Taikoo Place tenants, aiming to create a community in support of women working for professional firms and companies based in the Taikoo Place area. In 2024, Taikoo WIN held several events:

A “Move and Thrive” wellness event in partnership with a fitness gym. Instructors guided participants through a 30-minute “stick mobility” class, promoting mobility, stability and strength, and sharing tips on how to correct office posture.

A breakfast event to celebrate International Women’s Day. The 40 participants networked with like-minded new friends in the Taikoo community, holding small group discussions about practical issues and exploring different approaches to achieving a healthy work-life balance.

The Taikoo WIN Mentorship Programme continued in 2024, again focusing on emerging female leaders, particularly those with management experience who hope to progress to a leadership position. At a breakfast event in June, the mentors and mentees met in person and engaged in speed networking.

A panel discussion event titled “Managing Life-Changing Experiences and the 9 to 5” saw a panel of experts courageously share stories and speak about the impacts of their personal lives on their careers. The discussions included conversations on the struggle to conceive, the effects of menopause and managing caregiving responsibilities – all in the context of the workplace. After hearing the speakers, the participants shared their own stories and discovered ways to uplift those in the workplace in need of extra support.

Working Parents Connect

This newly-formed employee support group was launched in December 2024 with a “Holiday Family Fest” event, where our colleagues and their children enjoyed a festive afternoon of activities at the office while connecting with other working parents. This group aims to create an engaged and intimate community for working parents at Swire Properties, equipping them with practical parenting knowledge and tools, and fostering an inclusive and supportive workplace.

Open to all working parents in the Company, numbering approximately 630, or almost 30% of our Hong Kong workforce, the group will organise events and activities for parents with children in different age groups – from expectant parents to those with secondary-age kids. In a pre-launch survey, parents identified their top challenges as being worried about not having enough time for their children, balancing family and work and navigating their children’s emotional management and overall development.

Movember

Movember, a combination of the words 'moustache' and 'November', is a global charity event where men grow moustaches during the month of November to spotlight men’s health issues. Organised by the Movember Foundation, this event funds research and support for prostate and testicular cancer, mental health and suicide prevention, aiming to boost early cancer detection, diagnosis, effective treatments and cut preventable deaths.

This year’s Movember activation included two breakfast “comfortable conversations” around the topic of Movember at EAST Hong Kong; a broad invitation to “grow a mo” and take before-and-after photos; and a “comfortable conversation” named “Mo-ve for mental health” where 20 participants walked around Quarry Bay discussing the topic and enjoying a complimentary lunch.

DEIB Assessment

In 2023, we conducted our first diversity, equity, inclusion and belonging (“DEIB”) assessment across the Company. Its purpose was to assess the maturity of inclusion, belonging, equity and diversity policies and initiatives; identify key strengths and gaps in Hong Kong and the Chinese Mainland; predict risks that may arise from these gaps; and propose steps and a roadmap to enhance maturity and reduce risks.

The assessment, which was completed in 2024, involved interviews, focus groups and assessing talent management policies, practices and processes. Findings were analysed in both Hong Kong and the Chinese Mainland, and are being used to develop an DEIB roadmap. The three main DEIB goals are to:

Maintain a female representation of no less than 40% in the workforce.
Maintain a gender balance in strategic leadership positions.
Achieve an employee engagement index rating of 90% or above.

While the Company has several DEIB strengths, the assessment revealed several opportunities, including making DEIB a business imperative so that management can reinforce accountability and behavioural change; developing an inclusive culture to empower employees to speak up; and strengthening analytical capabilities to make better decisions.

The UPSTAIRS Programme at The Upper House

In 2024, The Upper House once again collaborated with the Hong Kong Down Syndrome Association on the UPSTAIRS Programme, which gives Down Syndrome individuals the opportunity to receive practical training and gain hands-on experience at the hotel for one month.

Beginning in late July, the eight trainees attended departmental workshops in the hotel. They then each had one-month job attachments with different departments, including Steward, Restaurant and Bar, Kitchen, Guest Experience, and Housekeeping. All trainees completed the programme and graduated on 26 August. Since the programme’s launch in 2018, 46 trainees have graduated.

EAST Hong Kong and JCSRS

EAST Hong Kong once again collaborated with the Jockey Club Sarah Roe School (“JCSRS”) on our annual student vocational training and work experience programme. JCSRS is the only English Schools Foundation school in Hong Kong catering to students with learning disabilities. Starting in March, four JCSRS students with special learning needs joined the hotel as team members. Every Wednesday, accompanied by two supporting coaches, the students worked in the hotel lobby, the FEAST kitchen and the linen room under the guidance of our team members.

This is the eighth year that we have welcomed five students from JCSRS. Through partnerships with special education institutions like this, we offer real-life working experiences and help to give every individual an equal opportunity to thrive.

Black History Month

To celebrate Black History Month, we hosted a “spirited storytelling” mixology class. Participants explored Black history while learning to craft two unique cocktails. The featured drinks included Woodson’s Confidence, a “Black Manhattan” inspired by the founder of Black History Month; and Pearl of the Antilles, a rum and cognac concoction honouring the rich culture and history of Haiti.

Board Diversity

Our Board Diversity Policy recognises the value of diversity in the composition of our Board and endorses the principle that our Board should cultivate a balance of skills and experience as well as a diversity of perspectives that are aligned with our business.

In 2023, we revised this policy to provide enhanced disclosure on policy ownership. The Nomination Committee was given the responsibility for implementing and monitoring this policy. We also introduced board diversity targets to help monitor implementation. These targets will guide us as we develop strategies to improve diversity across our Board. Our performance against these targets will be published in the Company’s annual reports and sustainability reports.

We are committed to maintaining at least 30% female representation on the Board. At the end of 2024, 36% of Board positions were held by women.