2025 KPIs Results
2025 KPIs Results
Learning and Development
2025 KPI
- A 25% increase in training hours per employee per year25
2025 Results
- Delivered 166,693 training hours in 2025, an average of 23.3 training hours per employee. This is an increase of 91% 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%26
2025 Results
- Our 2025 People’s Engagement Survey recorded an 82% employee engagement index rating. This rating compares favourably with typical engagement levels reported across industries and regions. We will continue to develop targeted strategies that create a positive and fulfilling workplace for our people and enable the success of our employees and the Company.
- The turnover rate in 2025 was 9.8%, an 8% improvement compared to our 2018 baseline year.
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 incidents27 for employees
2025 Results
- In 2025 we recorded an LTIR of 0.26 for Swire Properties’ non-hotel operations and an LTIR of 1.2 for Swire Properties’ hotel operations.
- We maintained zero serious incidents and zero work-related fatalities in 2025.
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 positions28
- Maintain gender pay ratio at 1:1
2025 Results
- 42.4% of the workforce is female.
- 40.4% of strategic leader positions were held by women in 2025. This figure was largely driven by changes in the composition of the strategic leadership following business growth and several appointments made during the year.
- The gender pay ratio in 2025 was 1:0.95 (female to male). The gender pay ratio represents a variance within accepted market benchmarks and reflects the impact of role mix and seniority distribution across the workforce. We will continue to monitor pay equity to ensure equitable remuneration and freedom from gender bias in line with our Remuneration Policy.