Foster a culture that is accessible,
inclusive and safe

We have three goals:

1. Build a diverse and inclusive workplace environment
2. Be recognised and ranked as a diversity and inclusion leader in the areas where we operate
3. Use our influence to promote diversity and inclusion in our supply chains

The Swire Diversity and Inclusion Steering Committee (DISC) formulates policies and guidelines for the Group, taking account of circumstances in the places where we operate. It is jointly chaired by the Finance Director and the Staff Director.

The Group Head of Diversity and Inclusion, who reports to the Staff Director, leads a team that supports the work of the DISC.

We have the following Group policies:

Group Diversity and Inclusion Policy

We believe in equal opportunities for all our employees and recognise that our businesses benefit from the diversity of our people.

Board Diversity Policy

Diversity strengthens decision-making and makes us more agile and resilient. Our board of directors is required to have a balance of skills, experience and a range of perspectives appropriate to our businesses. At the end of 2020, 18% of our directors were women.

Respect in the Workplace Policy

We aim to ensure that all our people are treated, and treat others, with dignity and respect. Our respect in the workplace policy contains our commitment to providing a workplace free from harassment and bullying, and includes guidelines on how staff can report concerns without fear of retaliation. We train staff to understand their duties under Hong Kong anti-discrimination legislation.

Flexible Working Policy

It is our policy to encourage flexible working where it is practical and appropriate to do so. We believe flexible working helps create a more inclusive environment by allowing our people to balance work and other priorities better.

Gender pay gap is the difference between the mean basic pay for men and women, expressed as a percentage of the former. This is not the same as equal pay, which is when men and women are paid the same for the same work. We review our gender pay gap annually.

In 2020, women in strategic leadership positions were paid 81% of the average pay of men in such positions. Women in operational management positions were paid 70% of the average pay of men in such positions. The corresponding percentages for team leaders and individual (non-management) contributors were 83% and 87% respectively.

We pay men and women the same for doing the same jobs, but the gender pay gap indicates that we need to do more to enable women to progress. We emphasise diversity and inclusion in the recruitment, management and promotion of our people. It is encouraging that our gender pay gap narrowed in 2020 for junior employees (team leaders and individual contributors).

We will review the implementation of our parental leave policy and develop other policies as needed. We will continue to collect information in order to inform our decisions about people. We will continue to work towards being recognised as a leader in diversity and inclusion and to promote inclusion in the communities in which we operate.

The group, and each of its operating companies, has an occupational health and safety policy that is monitored by our internal audit department. We do the following:

Achievement of zero harm depends on a strong safety culture where employees are responsible for the safety of others and themselves. We aim to identify and manage potential hazards by conducting regular safety audits and reporting all incidents, including those considered to be minor. We also encourage reporting of near misses.

Our Health and Safety Committee is responsible for developing group health and safety policies and guidelines, monitoring divisional performance, promoting education and training, sharing best practices and developing internal health and safety capabilities.

Every division makes a quarterly health and safety report. At every GRMC and Board meeting, there is an update about health and safety performance. A separate China health and safety working group deals with health and safety in the Chinese mainland, where regulations frequently change and vary between provinces.

Safety leadership is key to a strong safety culture. Adequate knowledge and skills are required to manage health and safety effectively. Senior management receive industry specific and general health and safety training in accordance with our senior management Health and Safety Policy.

As part of our approach to improve staff health and wellbeing, we are increasing the focus on the overall health (physical and mental) of our employees. We intend to do more to raise awareness and to promote the wellbeing of our employees.

During 2020, we did the following:

Management systems

• Swire Properties and Swire Coca-Cola migrated their safety management system from OHSAS 18001 to the more stringent ISO 45001 standard in Hong Kong, the Chinese mainland and Taiwan. HAECO Hong Kong obtained ISO 45001 in November
• Swire Resources engaged an expert to advise on safety management in its warehouses

Safety awareness and training

• Senior executives completed a safety leadership course accredited by the Institution of Occupational Safety and Health (IOSH)
• Swire Properties extended its compulsory e-learning health and safety programme to frontline and office staff. All senior management and line managers have completed the programme
• Hong Kong Airport Services produced a video about safety when handling cabin cargo loads
• HAECO Hong Kong’s safety ambassadors advocate safety and act as change agents to lead culture change
• Swire Coca-Cola trialled telematic devices on its delivery trucks and forklifts in Hong Kong and the US and did defensive driving training and VR driver coaching for all newly hired drivers

Awards and recognition

• Cathay Pacific Services Limited was awarded the HKIA Safety Excellence Award – Gold Award for outstanding safety achievement at the 2019/20 Airport Safety Recognition Scheme organised by the Hong Kong Airport Authority. Cathay Pacific Catering Services and HK Express were also recognised under the scheme
• Swire Pacific Offshore was awarded a Letter of Commendation in the MPA International Safety@Sea Awards 2020 for its hand and hand tool safety campaign. The campaign reduced staff hand and finger injuries by 25%

We care about the mental and physical health and wellbeing of our people. We have a 24-hour Professional Personal Counselling and Consultation (PPCC) hotline to help employees deal with stress, relationships, parenting, trauma or grief, and preparation for retirement. Employees approaching retirement are invited to pre-retirement workshops. We use experienced counsellors, social workers and clinical psychologists. Information is kept confidential. We promote work-life balance and encourage employees to lead active lifestyles by participating in our staff association’s physical wellbeing programmes.

At our Sustainable Development Forum in November 2020, a doctor and a clinical psychologist spoke about mental health management. The virtual session was attended by 81 representatives from Group companies.