Sustainability Reports 2022/23

Strategies and Management Our people-centred and harmonious workplace culture attracts and retains top talent. We provide competitive benefits and a safe and healthy work environment, enabling employees to become a high- calibre team that delivers outstanding products and services to our customers. Individual business units support our objectives regarding employment, diversity and inclusion, well-being, health and safety, and labour standards. We comply with – or exceed – all relevant laws and regulations in the jurisdictions in which we operate, including the Employment Ordinance and Occupational Health and Safety Ordinance in Hong Kong. Dedicated committees ensure our smooth operation. The Human Resources Committee implements, reviews and refines our human resources policies. The Occupational Health and Safety Committees in our property management and construction arms monitor the health and safety performance and mitigate risks in operations. Our Internal Affairs Department takes care of employee well-being and develops training in accordance with business needs and employees’ feedback. We communicate our expectations and standards for employees through policies and guidelines, including our Staff Handbook, Code of Conduct and Health and Safety Policy . We updated our Code of Conduct during the reporting year to enhance our governance and practices regarding business ethics. Our Health and Safety Policy was also updated, to ensure the effective management and mitigation of occupational risks throughout our operations. Our commitment to human rights is set out in our Code of Conduct, and Human Rights and Equal Opportunities Policy, guided by internationally recognized standards. We embrace the principles and guidance of the United Nations Global Compact, Universal Declaration of Human Rights and SDGs. We strictly prohibit child and forced labour and have adopted an employment system that prevents human rights violations. We carefully screen our candidates during hiring procedures to ensure no human rights issues will arise during employment. These prevent any kind of human trafficking, forced labour or child labour in our operations. During the reporting year, there were no incidents of child or forced labour. In the event of unlawful employment, we investigate and handle cases in accordance with the abovementioned policies. Those policies ensure that our ethics and integrity meet or exceed common standards. All our employees and directors are invited to partake in anti-corruption training on our e-learning platform, and attend live webinars on business ethics offered by the Independent Commission Against Corruption (ICAC). All new employees are required to attend integrity training as part of their orientation. An annual anti-corruption seminar refreshes employees’ understanding of our code of conduct and emphasizes the importance of ethical behaviour in the workplace. Employees are welcome to consult with the Internal Affairs Department on ethical issues. In addition, a whistleblowing mechanism enables our people to report suspected misconduct, malpractice, impropriety, fraud, harassment, discrimination and safety issues without fear of retaliation. Our whistleblowing mechanism and internal procedures ensure that we handle reported cases confidentially and make every effort to protect whistleblowers’ identities. Anonymous reporting is also accepted, and reports are treated as strictly confidential. If, after an initial review, an investigation is warranted and undertaken, the outcome and recommendations are reported to the Chairman and Managing Director. Major issues are also reported to the Audit and Risk Management Committee for review. Persons found to be involved in inappropriate behaviour or organizational malpractice are subject to disciplinary action, including verbal or written warnings, performance improvement reviews or termination of employment. Similar practices extend to our supply chain. For more details, please refer to the Value Created for Supply Chain section. Building and Maintaining a Strong Workforce Employee packages are linked to performance and reviewed regularly to ensure we remain competitive. To attract and retain talent, we provide our employees with rewarding remuneration for outstanding performance and attractive benefits that are aligned with best practices of the market. Our full-time employees are entitled to comprehensive benefits, such as medical, various kinds of leave and other retirement benefits. In addition, the remuneration and welfare policy for Sanfield includes a five-day workweek for engineers, and three additional days of paid leave per month for those on the frontlines. To nurture our talent pipeline through campus recruitment, we have established longstanding partnerships with local educational institutions. Through Summer Internship Programmes and various graduate employment programmes, local and diverse young talent is recruited and provided with on-the- job training, external learning opportunities, mentorship and professional qualification sponsorships to equip them with essential skills and knowledge. This year, Hong Yip signed a Memorandum of Understanding (MoU) with Hong Kong Metropolitan University to strengthen partnership and collaboration via curriculum design, internships and mentorship programmes. Meanwhile, Kai Shing introduced the KS 100 Summer Internship Programme: an opportunity for young talent to acquire practical work experience and comprehensive training. Outstanding participants will receive the Best Intern Award and job offers from Kai Shing when they graduate. Sun Hung Kai Properties Limited Sustainability Report 2022/23 36 Our Reporting Approach Message from the Sustainability Steering Committee Our Business Our Approach to Sustainability Value Created for People Value Created for Customers Value Created for Supply Chain Value Created for Community Appendices Value Created for the Environment