GOING FORWARD As part of its commitment to employee wellbeing, the Trust will launch new health and wellness initiatives and offer interactive learning opportunities to enhance employee skills and knowledge. Furthermore, the Trust will regularly review and enhance its recruitment procedures to ensure its remuneration and compensation packages remain competitive. It is also dedicated to maintaining its record of zero reported instances of non-compliance with laws and regulations related to employee welfare, safety, employment practices, labour rights, and workplace discrimination. HUTCHISON PORT HOLDINGS TRUST 62 SUSTAINABILITY REPORT The Trust is dedicated to assessing, managing, and preventing employment practices and labour rights risks throughout its entire value chain. The Human Resources departments are tasked with ensuring these risks are effectively managed and align with the procedures, policies, and standards of the Trust. Internal audits are conducted regularly to assess the adequacy and effectiveness of the risk management and internal control systems of the Trust. The Trust values and protects the rights of employees to participate in collective bargaining and association without facing retaliation, harassment, or intimidation. Employees are guaranteed the freedom to join or establish labour unions. The Trust maintains open communication with union representatives and is dedicated to negotiating in good faith with legally recognised unions. During the last quarter of the year, YANTIAN completed its annual collective negotiation with union representatives, with 100% of local staff currently covered by the agreement. Collective negotiation agreements do not apply to HIT, as there is no collective negotiation process with staff or union representatives. Moreover, the Trust is dedicated to fostering equity and diversity throughout the recruitment process by using various channels to attract potential candidates, including company websites, external job boards, staff referral programmes, job fairs organised by local government and academic institutes, campus recruitment, and partnerships with non-profit organisations. The Trust regularly reviews and enhances its competitive remuneration and benefits packages based on employee category, local regulatory requirements and market practices, in order to attract top talent and improve staff retention. Moreover, the Trust closely monitors voluntary employee turnover, and conducts exit interviews to understand the causes behind departures. This process helps identify areas for improvement and reduces the risk of future departures for similar reasons. In 2025, the Trust witnessed an overall turnover rate of 4.5%, which has decreased compared to 6.5% in 2024.
RkJQdWJsaXNoZXIy NTM2MDQ5