People

With more than 300,000 employees in over 50 countries, the Group has continued to grow during 2018. Employees are key to consistent delivery of quality and reliable products and services to our customers. Good talent management is integral to sustaining the long-term success of the Group. CK Hutchison aspires to be an employer of choice through effective talent acquisition, systematic training and provision of an inclusive working environment.

 

Recruiting, Engaging and Retaining Talent
The Group’s success depends heavily on the ability to attract, retain and motivate suitable talent in the competitive labour markets. The Group works closely with educational institutions to recruit young talent that can support the Group’s growth.

Where possible, different businesses across the Group conduct workshops, site visits, and internships to introduce their industries or professions to the younger generation. At the Head Office, short-term internship opportunities are offered to legal, chartered secretary and accounting students.

In Canada, Husky Energy Inc. (“Husky”) offers Summer, Co-Op/Internships and New Graduate opportunities throughout the year. These programmes last from four to 16 months, giving students and new graduates the opportunity to gain career-related experience, with support and guidance from mentorship programmes and experienced professionals.

As a market leader in Hong Kong, Hongkong International Terminals Limited (“Hutchison Ports HIT”) is keen on nurturing future talents for the industry. One of the initiatives is the establishment of “Start Your Journey @ Port Programme”, a programme that provides a series of learning opportunities for students who are pursuing tertiary education. It aims to increase students’ industry knowledge and nurture passion towards developing future careers in the logistics industry through seminars, placements, scholarships and terminal visits. Hutchison Ports HIT also offers structured development programmes to groom young graduates to embark on a career with the company.

A S Watson Group (“ASW”) operates two Hybris Academies in Milan and Italy in partnership with SAP Hybris and the Umana recruitment agency.

The programme aims to identify young digital talent and provides an eight-week Hybris training tailored to the needs of eLab Technology, which was established in early 2015 as a centralised in-house digital team to offer global support to the retail group’s eCommerce businesses. These Academy students would be further selected for a six-month contract at the end of the programme. In Hong Kong, ASW launched the territory’s first ASW Retail Academy. The first graduating class saw 120 staff completed their Level 4 and 5 courses under the Hong Kong Qualifications Framework.

3 Denmark has created an internal education “3Academy” with support from SVU (The National Adult Education), where employees from customer service, shops and the sales departments can earn an Academic Profession Degree in Trade and Marketing during working hours. The programme aims to increase employee motivation and career opportunities.

In 2018, the Graduate Trainee Programme of ista International in Germany was awarded the prestigious seal of approval from Absolventa GmbH. Through this trainee programme, ista International offers an all-round experience across finance, operations and sales management functions within the business, depending on the aptitude and interests of each trainee.

Diverse Culture
Respecting and being inclusive of colleagues of different cultures have been crucial to the sustained growth of the Group over the past several decades.

The Group is continuously expanding awareness on equality-related issues across the Group. In the Ports division, female representation is encouraged. In order to prepare the port for more female operations personnel, Hutchison Ports Gdynia in Poland is in the process of modernizing the existing washing facilities and dressing rooms by separating female areas, which are expected to be ready in 2019. Hutchison Ports Pakistan, the country’s first and only deep-water container terminal, trained and licensed two female engineering management trainees to operate remote-controlled ship to shore gantry cranes as the country’s first female Certified Crane Operators.

CK Hutchison hires and rewards staff for their performance and follows a stringent anti-discrimination employment policy by which staff is employed regardless of race, gender, physical ability or faith. The Group reviews the remuneration package annually to ensure that it stays competitive with the market and that employees are rewarded equitably. CK Hutchison values diversity and talent is hired solely based on the merits of candidates. The Group has adopted policies that provide equal employment opportunities to recruit, promote and assign employees based on their skillset, abilities and how these fit the job requirements. For instance, Watsons Singapore has signed up and adopted the Singapore government initiative of Tripartite Alliance for Fair and Progressive Employment Practices since 2017.

Valuing Employees
The Group respects the rights of employees in expressing their views and has established various channels to facilitate communications among Group businesses and employees. Businesses conduct regular seminars and forums to share views and collect ideas from employees. Feedback from employees through the many channels help improve and enhance talent management practices.

Recognising the benefits of healthy industrial relations, the Ports division has continued to promote the sharing of good practices across the division. Staff and management from a wide range of business functions channel key learning to business unit management to proactively address issues, concerns, or process improvement recommendation.

Many of the Group’s businesses are lauded for their employee programmes. Apart from being recognised as the “Top Employer” in the Netherlands and Belgium for three consecutive years since 2016, ASW was awarded the “Family-Friendly Employers – Grand Award” in 2018, by the Family Council in Hong Kong, to recognise its remarkable achievements in introducing innovative family-friendly employment policies and practices. It has also been selected by HR Asia as one of the Best Companies to work for in Asia this year.

In Australia, SA Power Networks is recognised for its apprenticeship programmes while Reliance in Canada is recognised as one of the “Best Places to work”. In Sweden, 3 Sweden is ranked one of the “Best Large Workplaces in Europe”. These recognitions have demonstrated the commitment to talent retention and motivation to have employees build their careers with the Group.

The Group upholds labour standards and complies with the relevant employment guidelines and regulations throughout its businesses. The Group’s policies strictly prohibit the use of child labour and forced labour, rigorous measures and audits are taken to pre vent such practices in the Group’s operations. For example, since 2016, ASW has become one of the Mekong Club members to help it develop a set of tools in raising awareness towards modern slavery. The awareness toolkit is shared with different business units and suppliers, with a target to cover all own-brand (“OB”) suppliers.

Investing in Training and Development
It is a top priority of the Group to ensure that employees at all levels are developed and motivated to deliver the Group’s commitments to its stakeholders. Each division develops its training programmes to meet specific business needs. Trainings include orientations, sharing sessions, workshops and internal-external courses. Employees are also entitled to various subsidies and sponsorships for job-related training courses to encourage lifelong learning. For example, 3 Ireland launched a Graduate Programme, which creates paid learning opportunities in various areas including IT and network, finance, marketing, business, human resources and customer relations.

At the Retail division, ASW for UK, Switzerland and Italy continued its ACTIVATE programme to provide Managers and Team Leaders with practical skills training to support their roles. Apart from retail business knowledge, the programme also includes training over other key competency areas such as self-management and influencing, people management and presentation skills. The programme is structured with four workshops, and also supported by pre-work, psychometric testing and on-the-job activities.

At the energy area, HK Electric managed its training programmes accredited by The Hong Kong Institution of Engineers (HKIE) for Graduate Trainees and Trainee Technicians and training programme recognised by the Director of Apprenticeship for Trainee Technician II to support business operations and development. The training enhances the knowledge and skills of employees so that they can perform well in their current roles, achieve their career aspirations and meet future business challenges.  In 2018, one of the HK Electric Trainee Technicians was awarded Sir Edward Youde Memorial Outstanding Apprentice Award to acknowledge his outstanding achievement and hard work.

Promoting Well-being, Health and Safety
The Group cares about the well-being of its employees. The Group promotes work-life balance and provides a range of paid leave entitlements to employees. Where operation needs allow, many businesses are exploring and offering staff greater flexibility in managing their work and free time. For example, Hutchison Ports BEST in Spain offers the option of a flexible working schedule to employees with children under 12 years old, to assist with their child-care needs.

In the interest of employees’ health, the ASW Group Office in Europe introduced a Well-Being App which enables employees to track and improve their overall well-being. The App has an information library providing advice on managing physical conditions and fitness priorities. The retail group also launched a fitness competition “Beat The Exec” to encourage office employees to walk more, and a total of around seven million steps were taken at the end of the competition.

3 UK believes a culture of wellness can inspire and align the workplace. The company then creates opportunities and space for employees to look after their physical, emotional and mental well-being. “Wellness Wednesday” has been introduced to encourage employees to spend two hours doing something for their well-being.

The Group strives to create a safe workplace for all employees. Many businesses have implemented safety management systems in accordance with national or international standards, such as ISO 45001 / OHSAS 18001, to protect employees from occupational hazards. Safety training programmes are provided to our employees based on work nature and safety standards are also applied consistently in the workplace.

A safe workplace relies on the establishment of a safety culture, policies and procedures and employee behaviour. In addition to implementing industry best practices for safety, businesses are tasked with providing employees with periodic refresher courses to ensure the importance of following the guidelines are truly engrained into the operations’ culture.

All of the Group’s businesses strive to minimise accidents and continuously work to improve workplace safety and educate employees on proper procedures. Since 2016, Hutchison Ports instituted a policy in which serious workplace safety incidents were to be reviewed and investigated by externally trained personnel. The aim is to go as far as practicable in order to take effective measures to strengthen workplace safety and share the lessons learned across the business units of the Ports division. This system has helped several ports improve their safety management processes over the course of the year.

To protect its workers, Husky changed its business practice to help prevent “gas-and-dash” incidents that put gas station staff and the public at risk. Husky introduced a pre-pay policy at its Alberta locations in September 2017 to enhance the safety of attendants. By the end of December 2017, all Husky fuel stations across Canada were only selling fuel by pre-payment.

Regulatory Compliance
The Group is committed to ensuring its businesses are operated in compliance with local and international laws, rules and regulations. Regulatory frameworks within which the Group operates are analysed and monitored, internal policies are prepared and updated accordingly. Tailor-made workshops are also conducted where necessary so as to strengthen the awareness and understanding of the internal controls and compliance procedures of the Group.

During the reporting period, the Group was not aware of any non-compliance with laws and regulations that have a significant impact on the Group relating to employment, occupational health and safety, or labour standards.