SHKP Sustainability Report 2024/25

43 Sun Hung Kai Properties Limited | Sustainability Report 2024/25 Quality-Raising Suggestion Scheme Safety Award Scheme Work Safety Suggestion Scheme Long Service Award Best Handover Quality Award Our commitment to people development continues to earn prestigious recognition from leading recruitment platforms. At the Employees Retraining Board (ERB) Annual Award Presentation Ceremony 2024-25, Hong Yip secured ERB Annual Excellence Award for Employers for the 14th consecutive year while Kai Shing, Royal Plaza Hotel and Wilson Parking received the ERB Outstanding Award for Employers. For detailed information on our awards and recognitions, please refer to Appendix I . Fostering Diversity and Inclusion in the Workplace We cultivate an environment where diverse talents collaborate and thrive, guided by our Staff Handbook, Code of Conduct, and Human Rights and Equal Opportunities Policy. We uphold human rights and ensure equal opportunities within a discrimination-free environment. We adhere strictly to Hong Kong laws and regulations regarding human rights, covering issues, such as human trafficking, forced or child labour, discrimination, freedom of association and the right to collective bargaining. During the reporting year, we did not identify any confirmed legal cases of harassment, discrimination or human rights risks within our operations and have not caused nor contributed to any human rights violation within our operations or supply chain. Consequently, no remedial actions were deemed necessary. We are committed to upholding the highest standards of fair and equal employment, and to preventing and mitigating human rights issues. Hong Yip and Kai Shing have strengthened this commitment by signing the Racial Diversity and Inclusion Charter for Employers, initiated by the Hong Kong Equal Opportunities Commission. The Charter provides guidelines for promoting racial diversity and inclusive workplace through fair recruitment and promotion practices, while ensuring good engagement with racial minorities from disadvantaged communities. We also joined the racial diversity and inclusion workshop organized by the Commission, fostering an inclusive and collaborative work environment for all employees. Our open feedback culture also extends to our subsidiaries. Our property management arms share company news and communicate with staff through their internal apps, KS CONNECT and WeCom. In Hong Yip, an annual town hall meeting enables two-way communication between the senior management and the general staff, serving as a platform for colleagues from all departments and representatives of managed sites to engage with company management. In Kai Shing, an internal newsletter is released on a regular basis to egage employees and allow them to have a better understanding of our initiatives. We also engage with our hotel staff through Staff Communications Committee meetings and regular meetings. Monthly performance awards and Staff Appreciation Day are arranged to demonstrate our recognition of their contributions. To streamline general internal processes and workflows, our employees can access company information, submit orders and payments, reserve meeting rooms, and manage leaves, appraisals and claims through the SHKP Staff app and intranet. The platform centralizes all functions to boost efficiency and ensure data security. Appraisals are conducted annually with key performance indicators (KPIs) to evaluate individual employees’ performance and development needs. The KPIs for employee remuneration include progress towards objectives set by management, teamwork, and compliance with our Code of Conduct. Through regular discussions, supervisors provide clear feedback and identify development opportunities that support career growth. Recognizing Our People’s Excellence with Annual Awards We acknowledge our staff through appraisals, opportunities for career advancement and annual awards. Led by our Deputy Managing Directors, our annual awards celebrate exceptional contributions that serve as powerful motivators for continued excellence. We enforce zero-tolerance for harassment or discrimination based on age, gender, marital status, pregnancy, disability, family status, race, colour, nationality and religion to improve workforce diversity and ensure equal opportunities for all our employees. This commitment is reinforced through annual training for all employees on workplace discrimination or harassment, covering the Anti- Discrimination Ordinance, anti-discrimination at work and company culture. These programmes enhance employee’s awareness and understanding of equality in the workplace. Our comprehensive approach to human rights protection spans across operations and supply chains. At Kai Shing, our Code of Conduct provides guidance regarding human rights and the mitigation of related risks. This is further supported by mandatory training modules and e-learning courses that cover key topics, such as non-discrimination and anti-harassment. We also provide detailed self-learning courses focused on diversity, equity and inclusion in workplace. A whistleblowing mechanism is in place through which employees can raise concerns about potential human rights issues. We treat all reports with the utmost confidentiality and strictly prohibit any form of retaliation against whistleblowers. To uphold human rights standards in our value chain, we have implemented similar measures that encourage suppliers to conduct identity and visa status checks, where applicable, during their recruitment process to identify and prevent any human rights issues. These measures ensure responsible recruitment throughout our operation and to reduce the risk of human rights violation. We regularly identify any potential human rights-related risks in our operations via stakeholder engagement, and along the supply chain by conducting occasional supplier compliance checks and desktop research. We encourage both internal and external stakeholders to report any suspected incidents of discrimination or harassment through our confidential whistleblowing channel. Additionally, suggestion boxes are available for raising concerns. Any employee found to have engaged in unlawful discrimination or harassment faces disciplinary action, up to and including dismissal. During the reporting year, no credible whistleblowing allegations were substantiated. The Group actively promotes women’s empowerment and gender equality through transparent monitoring and reporting of the gender pay gap annually, highlighting our progress in striving for equal remuneration for men and women. Gender is not considered in any pay-related decisions. Where necessary, Our Reporting Approach Message from the Sustainability Steering Committee Our Business Our Approach to Sustainability Value Created for the ENVIRONMENT Value Created for PEOPLE Value Created for CUSTOMERS Value Created for SUPPLY CHAIN Value Created for COMMUNITY Appendices