Foster a culture that is accessible,
inclusive and safe


Total employees

Employees by division

Progress against targets

We acknowledge the profound significance of diversity, equity & inclusion (DE&I) in our long-term development and success. We believe fostering a diverse, equitable, and inclusive work environment cultivates a workplace where diverse perspectives stimulate innovation among our employees, attracts and retains talent, and unbiased decision making fuels the prolonged growth of our business.

At the end of 2023, the Group employed more than 53,000 people, an 8% decrease from 2022. 88% of our people are based in Hong Kong and the Chinese Mainland. Our Beverages and Aviation divisions are our biggest employers.

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Employees by region

Employees by region

Chinese Mainland 65%
Hong Kong & Macau 22%
Taiwan 5%
USA 4%

Diversity, equity and inclusion

With our dedicated efforts in driving diversity, equity and inclusion (DE&I), we have accomplished significant progress in some key focus areas during 2023. As part of our commitment to enhancing women’s representation in senior roles, we have achieved a commendable milestone of surpassing 30% female representation on our Board. Swire Properties has exceeded its goal for women at the Strategic Leader level. Additionally, both HAECO and Swire Coca-Cola have made remarkable progress in increasing the percentage of women in their respective workforces.

In 2023, we have reached a pivotal moment in our DE&I journey, as we have begun positioning ourselves to further integrate diversity, equity and inclusion principles into our business strategies and the daily experiences of our employees. This strategic approach involves adopting social research methodologies, employing data-based diagnostics, and leveraging talent practices throughout the entire employee life cycle. For instance, Swire Properties conducted a pilot programme that utilised narrative analysis and statistical diagnostics to identify the factors influencing employee well-being. Similarly, HAECO modified its talent processes based on diagnostic assessments to enhance the inclusion of engineering mechanics on the shop floor.

Furthermore, four of our operating companies have embarked on a comprehensive diversity, equity, inclusion and belonging (DEIB) assessment in Hong Kong and the Chinese Mainland. This assessment encompasses every aspect of people practices, policies, and processes, while establishing meaningful connections between DE&I, a sense of belonging, and everyday employee experiences.

By implementing these strategic approaches, we are confident in our ability to position the Group as a leading force in the DE&I landscape within Hong Kong and the broader regional context.

To drive forward our diversity and inclusion agenda, we have a strategic framework translating our commitment to diversity and inclusion into action. This framework includes three overarching goals, five key focus areas, and six pillars. These encompass critical aspects including promoting employee engagement, attracting and managing talent, fostering an inclusive culture, measuring our progress, and sharing our achievements externally.


The Swire Diversity and Inclusion Steering Committee (DISC), jointly chaired by the Finance Director of Swire Properties and the People Director of John Swire & Sons (H.K.) Limited, provides guidelines about diversity and inclusion to the Group and formulates policies designed to promote a diverse workforce and an inclusive working environment for all Group employees. The Group Head of Diversity, Equity and Inclusion, who reports to the Staff Director, leads a team that supports the work of the DISC.

We believe in creating an environment where people feel comfortable at work and able to realise their full potential. Our Human Rights Policy sets out our expectations on D&I, employment, health and safety and reporting. We have implemented a range of inclusive policies including the Flexible Working Policy and Respect in the Workplace Policy, which along with our Human Rights Policy prohibits discrimination or harassment. Anti-discrimination and harassment training is mandatory for all employees during onboarding.

Breaches of our policies can be reported to the People department, to the relevant line manager, through EthicsPoint (a third party service provider), or through one of three dedicated email accounts for investigation and remediation. Further information on our reporting and investigation guidelines are available in our Respect in the Workplace Policy.

As part of our ongoing commitment to promoting inclusivity, we are actively seeking feedback from employees to assess the effectiveness of these policies and identify additional measures to enhance inclusivity within the Group.

Fostering diverse representation across all levels of our workforce is paramount in cultivating an inclusive work environment. In line with our dedication to promoting gender equality, we have established ambitious targets of attaining a 30% representation of women in Strategic Leader roles and on our Board by 2024.

Swire Properties have also set targets on gender diversity in senior management and gender pay ratio, while Swire Coca-Cola and HAECO actively pursue equitable and inclusive workplace strategies. Further information is available in the sustainability reports of these companies.

As of the end of 2023, women fill 32% of all management positions and 28% of Strategic Leader roles. 31% of our directors are women.

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Board diversity by gender

Board diversity by gender

Male 69.2
Female 30.8
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Employee by gender and employee category

Employee by gender and employee category

Male Female
Strategic leader 72 28
Operational leader 68 32
Team leader 65 35
Individual contributor 68 32
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Employee breakdown by gender by operating company

Employee breakdown by gender by operating company

Male (%) Female (%)
Property 58 42
Beverages 67 33
Aviation 81 19
Trading & Industrial 45 55
Swire Pacific (Head office) 43 57

Gender pay gap refers to the difference between the mean basic pay for men and women, expressed as a percentage of men’s average earnings. It is calculated by subtracting the average female salary from the average male salary and then dividing it by the average male salary.

As of the end of 2023, the overall gender pay gap was -6%, indicating that women received, on average, 94% of the pay earned by men. Women in strategic leadership positions received 97% of the average pay earned by men in such positions. Women in operational management roles received 108% of the average pay earned by their male counterparts. The corresponding percentages for team leaders and individual contributors (non-management) were 107% and 83%, respectively. We will continue to refine our methodology to calculate gender pay gap to reflect international practices.

Although we ensure equal pay for men and women in the same roles, the existence of a gender pay gap emphasises the importance of taking further action to support and empower women in their career advancement. To address this, we place significant emphasis on fostering diversity, equity, and inclusion at every stage of the employee life cycle.

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Gender pay gap by employee category (basic salary)

Gender pay gap by employee category (basic salary)

Strategic leader -3%
Operational leader 8%
Team leader 7%
Individual contributor -17%

Swire Pacific is dedicated to fostering an inclusive workplace where all employees can thrive and succeed, regardless of their age, gender, gender identity, disability, ethnicity, or sexual orientation.

Our second D&I Survey, conducted late in 2022, gathered feedback from all Group employees based in Hong Kong. It was entirely voluntary and anonymous to participate. Overall, our average score for inclusion increased by 7% compared to the previous year. The information gathered is used as a reference for further action planning as we look to cultivate an even more inclusive workplace. We plan to conduct another employee insights survey in 2024.

We pledge to narrow the gender gap at all levels and to ensure that gender barriers and biases are eliminated.

We recognise the significance of women’s empowerment in driving gender diversity, equity and inclusion within our workplace. In 2023, we launched a comprehensive range of initiatives aimed at dismantling barriers and biases that have hindered women’s full participation in the workforce, ensuring women have equal access to opportunities for career growth, skill development, and leadership positions.

Swire Coca-Cola is currently engaged in an ongoing project with the Ministry of Women’s Affairs of Cambodia, which centres on women’s leadership development and women entrepreneurship. Through participation in training sessions, workshops, and seminars, our employees in Cambodia gain valuable knowledge and insights related to the topics. Swire Properties partnered with the Taikoo Women’s Inspire Network to organise a mentoring programme focusing on supporting emerging female leaders, particularly those with management experience who hope to progress to a leadership position. By providing equal opportunities, support, and resources, we enable women to advance their careers and reach their full potential.

We actively showcase our collective commitment to gender equity through the organisation of internal events and collaborations with organisations focused on promoting gender equity on relevant gender-related international days. The Swire Women’s Network organised an event in celebration of International Women’s Day, where leaders and representatives from across the Group exchanged best practices on how to promote equity in the workplace, shared personal experiences with privilege and inequity, and emphasised our individual responsibility in DE&I. Additionally, the Gender Equity Network from Cathay Pacific hosted a Mother’s Day event, inviting working mothers at Cathay to discuss their experiences, challenges, and successes in balancing their careers and motherhood.

By implementing these initiatives and engaging in collaborative efforts, we strive to cultivate a workplace that values and promotes gender equity, empowering women to thrive and contribute to their fullest potential.

We pledge to create an age-neutral and multi-generational workplace.

We have devoted significant efforts to establish an age neutral and multi-generational workplace by implementing a diverse range of aging-friendly initiatives across the Group. As part of these endeavours, Swire Resources has launched an ongoing programme designed to re-employ employees beyond the retirement age, enabling them to leverage their extensive skills and knowledge to make valuable contributions within the Company.

To foster a dynamic multi-generational work environment, it is crucial to create platforms that facilitate intergenerational connections and promote mutual learning among employees from different age groups. A notable example of this is the Generations Dialogues Programme introduced by Swire Coca-Cola Vietnam. This initiative, primarily hosted by our Gen Z associates, aimed to bridge generational gaps within the Company by encouraging the exchange of knowledge, skills, and experiences across different age groups.

HAECO – CrossGen Allies

In mid-2021, HAECO launched its DE&I journey, making significant strides in expanding our focus on gender, age, abilities, ethnicity, and sexual orientation. In 2023, it took the next step in its journey with a newly established DE&I initiative, CrossGen Allies which is designed to foster an age-inclusive workplace.

Since its inception, participants have organised a series of activities to raise awareness about age inclusion and have played an integral role in conducting a comprehensive review of HAECO’s age inclusion policies and extracting insights into employee perspectives on working in a cross-generational workforce at HAECO.

We pledge to build a workplace where people of all ethnic and cultural backgrounds are respected and encouraged to collaborate and contribute.

With our extensive business operations spanning multiple regions and a diverse workforce comprising individuals from various ethnic backgrounds, establishing an inclusive workplace that embraces ethnic diversity is of paramount importance. Swire Pacific, alongside our operating companies including Cathay Pacific, Swire Properties, Swire Coca-Cola, and HAECO, proudly stands as a signatory to the Racial Diversity & Inclusion Charter, initiated by the Equal Opportunities Commission. Through our endorsement of the Charter, we affirm our dedication to promoting equal employment opportunities for ethnic minorities and fostering a culture of racial diversity within the Group. Furthermore, we actively engage in meaningful partnerships with non-governmental organisations (NGOs) to uplift the well-being of ethnic minorities, as exemplified by our provision of job and internship opportunities aimed at supporting and empowering the community.

In conjunction with different NGOs, we have organised a range of impactful events that demonstrated our commitment to ethnic diversity, equity and inclusion while stimulating cross-cultural collaboration and communication. At the Group level, we hosted our highly successful World Day for Cultural Diversity for Dialogue and Development event where insights on promoting cultural diversity in Hong Kong and dispelling misconceptions about people of different ethnicities were shared.

During Black History Month, Swire Properties partnered with the South Florida People of Colour Organisation to present the second annual “Diversity of the African Diaspora” celebration in Brickell City Centre. This remarkable event served as a platform to honour and celebrate Black culture through captivating performances and enriching dialogues aimed at education and understanding. Additionally, during our Diversity and Inclusion Month at Cathay Pacific, we joyously celebrated Diwali and other intercultural festivities by hosting an engaging workshop that enabled participants to create beautiful rangoli art, learn energetic Bollywood dance films, and test their intercultural knowledge through interactive activities.

We pledge to increase the accessibility of the workplace to create a comfortable environment for everyone.

We are dedicated to creating an inclusive workplace that embraces disability inclusion, ensuring equal employment and advancement opportunities for individuals with disabilities, while actively striving to eliminate discriminatory practices. It is with great privilege that the Group, along with six of our operating companies, has been recognised as CareER Disability Inclusive Employers during the CareER Disability Inclusion Index Forum.

We place significant emphasis on empowering individuals with disabilities through inclusive recruitment practices and comprehensive job training initiatives. In alignment with this commitment, the Group and four of our operating companies actively participated in CareER’s Inclusive Recruitment Fair 2023, engaging with candidates with disabilities. This engagement allowed us to gain valuable insights into their career aspirations while exploring potential employment opportunities within the Group.

EAST Hong Kong x JCSRS: Creating Workplaces that Celebrate Diversity

This year, Swire Hotels collaborated with Jockey Club Sarah Roe School (JCSRS) to inaugurate a special student vocational training and work experience programme titled “EAST Hong Kong x JCSRS: Creating Workplaces that Celebrate Diversity.” Through these partnerships with special education institutions, we provide students with special educational needs the opportunity to acquire practical work experience, reinforcing our steadfast belief in equal opportunities for every individual to thrive. Swire Hotels also continued their partnership with the Hong Kong Down Syndrome Association (HKDSA) on the UPSTAIRS Programme, providing trainees with a month-long practical, hands-on training experience at the Upper House hotel.

Sexual orientation
We pledge to create an inclusive environment where individuals can bring their full selves to work without fear of discrimination or recrimination.

Given that a proportion of our workforce identifies as part of the LGBTQ+ community, we have taken significant strides towards furthering our commitment to LGBTQ+ inclusion through various initiatives that aimed at creating a safe, inclusive, and affirming workplace for all employees. At Swire Resources, an online training has been introduced to boost our employees’ understanding of promoting equal justice and equal opportunity for individuals of all genders.

June marked Pride Month, a month dedicated to celebrating the LGBTQ+ community around the world, numerous activities were organised across the Group to visualise our allyship with the community. Swire Properties offered a wide-range of engaging and educational activities, including cocktail-making classes, drag show performances, and a road race, to celebrate Pride and raise awareness on our LGBTQ+ community, featuring the topics of transgender individuals in Hong Kong and supporting queer youth. On Pink Friday, an industry-wide initiative focuses on promoting LGBTQ+ inclusion in the workplace, with participants wearing pink to show pride and support for their LGBTQ+ colleagues. Swire Pacific employees wore pink and participated in interactive games designed to brainstorm ways to be strong allies of the LGBTQ+ community.

In addition to raising awareness internally, we have also publicly showcased our commitment to LGBTQ+ inclusion and support for the wider community. In light of the historic moment when Hong Kong became the first Asian city to host the Gay Games, the world’s largest inclusive sports, arts and culture event, the Group sponsored our employees’ participation in the Games, highlighting our support for the LGBTQ+ community.

In 2024, we will establish a comprehensive multi-year roadmap, which is based on the insights and benchmarks derived from the DEIB assessment, to enhance diversity, equity, inclusion, and belonging (DEIB) across all our operating companies. It will cover various aspects of the employee lifecycle and address the workplace factors that significantly influence DE&I. At the Group level, we will identify specific areas of DEIB focus and themes that go beyond the individual roadmap for each operating company.

The Group DE&I team will collaborate closely with each operating company to design a multi-year implementation roadmap. This collaboration will directly support our ambitions while fostering a diverse and inclusive work environment.

We remain committed to leveraging data-driven approaches and employing social research methodologies to strengthen Swire Pacific’s capacity in integrating DEIB principles into our day-to-day business operations and enhancing workplace experiences.

Health and safety

Health and safety is a top priority for Swire as we strive towards our aspirational goal of achieving zero harm. This objective underpins our philosophy to health and safety management.

We aim to conduct our operations in a manner which safeguards the health and safety of our employees, contractors, suppliers, customers, the visitors to our business premises and the communities in which we operate. Protecting our workforce is fundamental to our businesses achieving their long-term success and sustainability.

The group, and each of its subsidiaries, has an occupational health and safety policy that is monitored by our internal audit department.

We focus on the following key areas:

Achieving zero harm depends on a strong safety culture in which 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 so that we can share and learn from them. We also encourage reporting of near misses so that potential hazards can be identified and mitigated.

Our first line health and safety committee is responsible for developing group health and safety policies and guidelines, monitoring divisional performance, promoting education and training, sharing lessons learned, best practices, and developing internal health and safety capabilities.

As part of our risk governance arrangement, a risk forum is in place to oversee human resources and health and safety related risks. This forum provides a platform to identify emerging risks as well as opportunities to further enhance our health and safety management.

Every division sets annual safety targets and submits a quarterly health and safety report. With a view to continuous improvement in safety performance, every division also sets safety targets for a 10 year period and these targets are updated annually. At every Group Risk Management Committee (GRMC) and Board meeting, there is an update on health and safety performance. A separate working group focus on 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.

At the Group level, our aspirational goal is to achieve zero harm. Swire Coca-Cola, Swire Properties and HAECO have set health and safety related targets to reduce injury rates. Swire Coca-Cola, Swire Properties have set targets to maintain zero fatalities.

We use two metrics to evaluate safety performance:

  • Lost time injury rates (LTIR): the number of injuries per 100 full-time equivalent employees1
  • Lost day rates (LDR): the number of work days lost to injuries per 100 full-time equivalent employees

In 2023, our LTIR increased by 14% to 0.48 from 0.42 in 2022 and LDR increased by 3% to 19.5. Significant improvements were observed at Swire Properties and Trading & Industrial division. Total hours worked in the group increased by 4% in 2023.

Regrettably there was an employee fatality at Swire Waste Management Limited in 2023. Following full investigation, enhanced mitigation measures were implemented.

1. Number of lost scheduled working days per 100 employees per year [calculated by number of lost-time injuries/number of hours worked multiplied by 200,000]

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Lost Time Injury Rate (LTIR)
(Number of injuries per 100 full-time equivalent employees)

*Figures for 2019-2020 have been restated to reflect the change in the reporting boundary in 2021.

Lost Time Injury Rate (LTIR)
(Number of injuries per 100 full-time equivalent employees)

2019 0.82
2020 0.64
2021 0.62
2022 0.42
2023 0.48

*Figures for 2019-2020 have been restated to reflect the change in the reporting boundary in 2021.

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Lost Day Rate (LDR)
(Number of days lost per 100 full-time equivalent employees)

*Figures for 2019-2020 have been restated to reflect the change in the reporting boundary in 2021.

Lost Day Rate (LDR)
(Number of days lost per 100 full-time equivalent employees)

2019 34.75
2020 28.38
2021 31.48
2022 18.9
2023 19.47

*Figures for 2019-2020 have been restated to reflect the change in the reporting boundary in 2021.

We expect our contractors to observe high safety standards and centrally track contractor safety data to facilitate continual improvement. Regrettably, there was one work-related fatal traffic accident of a contracted worker in Swire Coca-Cola’s Vietnam operations. Following thorough investigations Swire Coca-Cola has enhanced its third-party logistics contractor safety management protocols.

Technology can help organisations reduce the risk of workplace accidents and improve workplace safety. Safety monitoring, reporting, and training are some of the ways technology can help in this respect.

Swire Coca-Cola – Using technology to improve health and safety

Swire Coca-Cola utilises the Route-to-Market (RTM) Digital Sales Safety App in Chinese Mainland to further enhance safety during road transportation. This innovative App enables sales personnel to monitor and ensure compliance with safety regulations such as wearing helmets and seat belts. Additionally, the App facilitates the reporting of any safety hazards while on the road. It also provides a platform for self-learning through online resources.

Swire Properties – Safety Management and Smart Technology in the Chinese Mainland

  1. Smart Safety Monitoring Systems
    Swire Properties uses smart safety monitoring systems at its Chinese Mainland project sites. By monitoring various construction site parameters using advanced sensors, data-collection devices and real-time monitoring, the systems improve safety, prevent accidents and ensure compliance with safety regulations.
  2. Intelligent Safety Inspection Systems
    Safety inspections of equipment and facilities have become digitalised and intelligent due to the rapid evolution of smart technology. Swire Properties management offices in the Chinese Mainland now utilise cutting edge technologies for conducting daily safety inspections of equipment and facilities. An example of how technology adoption can eliminate hazards to employees is in Taikoo Hui Guangzhou, where a robotic hazard monitoring system is used to monitor, in real time, plant room abnormalities, this removes the need for manual inspections.

Our Zero Harm commitment requires everyone, regardless of seniority or job responsibilities, to go beyond compliance, proactively eliminate potential hazards, and create a safe workplace. Health and safety reviews are conducted at our operating companies and results reported to the Audit Committee. Division heads have pay-linked safety performance objectives.

Swire Properties, Swire Coca-Cola, HAECO, Swire Waste Management, and Taikoo Sugar have safety management systems that are certified to the stringent ISO 45001:2018 standard.

The significant incident investigation framework, HAECO Investigation Process (HIP), was introduced to facilitate efficient adaptation across all HAECO entities. The new framework was designed to expedite learning, as well as risk and change management. The HIP was assessed as a case study at the world’s foremost authority in benchmarking, best practices, process and performance improvement in the USA and passed benchmarks for industry best practices. The HIP encourages formation of a diverse and independent investigation team of HAECO’s dedicated staff, bringing together strengthened and simplified solutions, which can be adopted more effectively with significant improvement in reporting quality.

Swire Coca-Cola and Swire Properties have enhanced their reporting tools (online and mobile apps) to encourage and facilitate safety related incidents reporting and to further promote safety reporting culture.

HAECO continued to use Behaviour-based Safety Observation (BBSO) to identify and address unsafe acts and to embed safety into day-to-day operations.

Swire Properties launched a Deep Dive Safety Inspection Programme across its operations to identify and address potentially serious hazards and to raise safety awareness. Design for Safety was also included into its Development Charter as a preventative strategy to remove hazards before they are introduced to the workplace via adoption of safe design principles. Design for Safety is a safety requirement for new projects and major alteration works.

We have a crisis reporting policy and crisis management guidelines, which help to build business resilience through crisis preparedness, business continuity, and disaster recovery planning. Reporting and information exchanges within the Group have improved, facilitating a faster response and recovery.

We care about the mental and physical health and wellbeing of our people. We have 24-hour professional personal counselling and consultation (PPCC) hotlines to help employees deal with stress, relationships, parenting, trauma or grief, and preparation for retirement. We use experienced counsellors, social workers, and clinical psychologists to provide confidential professional advice and guidance. We promote work-life balance and encourage employees to lead active lifestyles by participating in our staff association’s physical wellbeing programmes.

Many of our businesses ran campaigns to promote employee wellbeing and to help our people feel more connected to the company and to each other.

We will continue to promote across the Group a proactive and preventative health and safety strategy with a structured approach to post incident investigation and in-depth analysis of the root causes of incidents. We will maintain our focus on contractor safety performance which we see as integral to the overall safety of our businesses. Where appropriate we will look for more opportunities to adopt technology which helps us eliminate risks and improve our overall health and safety performance. We will continue to monitor and assess emerging health and safety risks through the Human Resources and Health and Safety risk forum.