Swire Pacific upholds traditional values and modern practices. We have been in business for 200 years. But to be an employer of choice for another 200 years, we must continually improve.
As we expand our businesses, we recognise more and more the importance of diversity. It generates creativity and supports competitiveness, so helping us to generable strong and sustainable long term growth. Our aim is that our workforce should reflect the diversity of the societies in which we operate.
We want to continue to be a responsible, respected and preferred employer. We aim to do this by promoting diversity and respect, by safeguarding health and safety and by offering equal opportunities and an appropriate balance between work and non-work elements of life. Our Code of Conduct supports these aims.
Our group is geographically diverse. Our approach to diversity must take account of the different societies and cultures in the countries in which we operate. We must be sensitive to differences in values, traditions and religions and must respect local approaches to diversity. Individual operating companies are encouraged to develop locally specific approaches to diversity accordingly.
The majority of our staff is based in Hong Kong and Mainland China. In Hong Kong, there is no legal framework for collective bargaining with trade unions. In Mainland China, we are normally required to liaise with official trade unions. Employees can present grievances and report improprieties and breaches of the Code of Conduct through established channels.
Channels for reporting harassment or discrimination
All at Swire Pacific have a responsibility to raise concerns about potential violations of the Code of Conduct, including harassment and discrimination. Any such concerns can be raised by staff either with their immediate superior, their head of department, internal audit or human resources departments. If a substantive complaint is received, an impartial and prompt investigation is held. If the issue still remains unresolved, it is raised to the head of the relevant business unit. Any material concerns raised through the head of the relevant business unit are reported to the audit committee which ensures that appropriate investigative steps are taken. We make every effort to keep the identity of the reporting staff confidential. Information received is used only for the purposes of investigating and resolving the complaint or concern raised.