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Caring for Employees

Employees are the backbone of our sustainability drive, and an important factor in maintaining our competitiveness and industry leadership.

We consistently prioritize the well-being of our employees. To this end, we have created a safe and healthy working environment. Our incentive policy attaches equal importance to monetary and nonmonetary incentives, providing timely and reasonable rewards to dedicated employees. As Huawei continues to grow, we have emphasized the career development of our employees, offering them varied career paths to help them realize their individual value.

Workforce Diversification

Hailing from many different countries, races, and ethnicities, our 170,000 employees form a diverse family. They come from 163 countries and regions around the world. In China alone, our employees are from 39 ethnic groups. We have developed and launched many diversification initiatives in areas such as nationality, gender, age, race, and religion.

As Huawei operates in the ICT industry and the majority of our employees come from technical backgrounds, there is a relatively low ratio of female employees. As part of our efforts to address this issue, we strictly obey all applicable international conventions, as well as local laws and regulations, to ensure gender equality in employment and prohibit job discrimination based on gender. As a result, the ratio of female employees has remained stable over the past three years. We also prioritize the selection of female managers – we have adopted a female manager development plan that gives female employees priority for promotion when they have the same qualifications as their male counterparts. In 2015, women made up 8.0% of our management team. Of our 17 board members, 4 are women.

As a global company, we actively recruit staff from all over the world to accelerate workforce localization. Hiring local employees enables us to better understand the unique culture of each country and region where we operate, while boosting local employment and economic growth. In 2015, Huawei employed over 34,000 staff in countries outside China, with a localization rate of 72% for non-managerial employees and 17.7% for middle and senior managers.

Developing Employee Skills

Training is about more than just sharpening employees’ skills – it also helps them develop, realize their individual value, and contribute to the company’s business growth. Training also facilitates communication between the company and employees and between employees and management, helping to create the cohesion essential to developing an outstanding corporate culture.

To help employees grow and realize their individual value, we have offered ample and equal opportunities for training and promotion. In 2015, total attendance at training sessions exceeded 1.12 million, with each employee spending an average of 31.06 hours on training.

We have established an e-Learning platform to allow employees to access online training courses anytime, anywhere. The platform keeps employees up to date with the latest practical skills, allowing them to develop personal competence and keep pace with the knowledge economy.

The e-Learning platform offers a variety of high-quality training courses. Its interactive training model makes training efficient and interesting. In 2015, attendance for e-Learning training sessions totaled 6.54 million.

We value individual development and encourage employees to chart their own careers according to their abilities and interests. We provide employees with two career development paths: managerial and professional. Our effective performance management system inspires managers at all levels to pay more attention to employee growth and development. We have also explored different ways to improve how we manage employee performance, helping employees to grow together with the company. In 2015, all employees received a performance appraisal and career development assessment. In line with talent needs and corporate policies, we have accelerated the promotion of outstanding employees, helping them realize their career aspirations.

Compensation and Benefits

One of Huawei’s core values is Inspiring Dedication. We encourage employees to develop their expertise, and at the same time we help them realize their individual value. We provide both monetary and non-monetary incentives to promote employee well-being.

At Huawei, we have implemented a competitive compensation system. We have established long-term partnerships with consultancies (e.g., the Hay Group, Mercer, and Aon Hewitt), regularly surveyed compensation data, and promptly adjusted employee compensation based on survey results, corporate performance, and individual performance. There is no gender bias in our compensation standards.

We employ a “Contribute and Share” bonus distribution system, which links employee bonuses to corporate, departmental, and individual performance. In line with our corporate compensation policy, we have reviewed the bonus distribution plan each year and revised it as necessary. In 2015, we continued implementing the Time-based Unit Plan (TUP) worldwide, granting time-based units to employees so they can share in the benefits of Huawei’s growth. This long-term incentive mechanism aligns employees’ personal contributions with the company’s long-term development, thus allowing for Huawei’s continuing success.

We have implemented an effective employee benefits system, which acts as an umbrella to protect our employees. Employee benefits include three parts: social insurance, commercial insurance, and medical assistance. Apart from mandatory insurance plans, we offer every employee global accident insurance, critical illness insurance, life insurance, medical insurance, and business travel insurance, as well as other forms of commercial insurance. We have also implemented medical assistance mechanisms to protect our employees under special circumstances. By combining these three types of employee benefits, we are able to offer sufficient benefits to spare employees from troubles and difficulties.

Natural disasters, critical illnesses, and deteriorating safety situations in certain regions have considerable implications for employee health and safety. Huawei regards employee safety as a top priority, at all times and under all circumstances. We convey this principle to our employees, and have collaborated with international insurance companies and emergency rescue institutions to offer 24/7 employee healthcare services all over the world. In the event of an emergency, we waste no time in rapidly taking action. For employees suffering from critical illnesses or accidental injuries, we help them and their families address financial concerns and mental pressures. Employee care is an integral part of our corporate obligations.

Taking Rapid Response Measures to Protect Employee Health and Safety

On April 25, 2015, a devastating earthquake with a magnitude of 8.1 on the Richter scale struck Kathmandu, the capital of Nepal. The earthquake caused a great number of fatalities and injuries and left several buildings in ruins.

In the aftermath of the earthquake, we took a series of measures to guard against potential epidemics that could compromise employee health. For example, we provided medical supplies for healthcare and epidemic prevention, and offered professional onsite medical support to local employees. We also enlisted International SOS doctors to provide three-week onsite healthcare services to employees in our Kathmandu-based Huawei Nepal Project Camp. Additional actions were taken to prevent epidemics and diseases, such as managing drinking water; ensuring a healthy living environment and personal hygiene (e.g., requiring everyone to use disinfectant for when washing hands); taking protective measures for employees and vehicles going out of the camp; and monitoring, in real time, the health and day-to-day changes in temperature of employees who continued to work onsite after the disaster.

During the disaster relief period, all our local employees remained in good health, and no one was infected with cholera, measles, or respiratory infectious diseases. Thus, our employees were able to effectively support local disaster relief and network recovery efforts.

International SOS doctor giving a training course on first aid

Creating a Relaxing and Efficient Working Environment

Industry research shows that organizational climate is critical to an organization’s performance. A positive working climate can boost organizational performance, and allows employees to feel cared for, respected, and trusted. Accordingly, employees are better able to contribute to the organization’s productivity. A positive working climate can also reduce employee turnover and safety incidents, and inspire passion across the organization.

Huawei believes in creating a workplace where employees can enjoy both work and life. To this end, we have created an efficient, relaxing, caring working environment, which gives employees a strong sense of happiness and inspires them to find the right work-life balance. Every year we organize a series of activities, including “Family Day”, “3+1”, and the “Charity Fun Run”. These activities encourage managers at all levels to devote themselves to employee care. Our employees are also inspired to take care of others, remain optimistic, and spread positive energy to change the workplace for the better.

We have regularly organized organizational climate surveys, employee interviews, and open discussions to better understand employees’ opinions and requirements. Following this, we have been able to identify and analyze issues’ root causes, and design constructive solutions to improve management and elevate employee engagement.

Expanding the “3+1” Program Overseas

The “3+1” program encourages employees to make a friend, participate in a sports activity, take up a hobby, and read a thought-provoking book.

First launched in China in 2009, this program aims to raise health awareness, both physically and mentally, through various entertainment and sports activities every year. It calls on employees to care for themselves and others, and to develop healthy habits at work and in life.

Plank challenge of the “3+1” program

In 2015, we expanded the program to more countries and regions, including India, the South Pacific, and Southeast Africa. Approximately 130,000 employees joined the initiative.

Creating a Favorable Workplace

As a global company with a presence in over 170 countries and regions, Huawei has built a global value chain with the best resources from around the world. In every country and region, we operate in compliance with local laws and regulations, and share value with our global partners and customers. When executing corporate HR management policies, as well as developing and implementing local regulations, we always keep in mind local laws, regulations, and industry standards. We also give special consideration to local customs and conventions.

We have placed significant emphasis on the management and development of local hires. In addition to boosting the operating efficiency of our local offices, we support local communities by creating jobs and paying taxes. Through smooth communication, we have enhanced mutual understanding between Huawei and local governments, the media, and other external stakeholders. Our goal is to become an innovative enabler of the information society and a collaborative industry contributor.

When recruiting, promoting or setting compensation for employees, we never discriminate against our employees on the basis of race, gender, nationality, age, pregnancy, or disability. We prohibit the use of forced, bonded, or indentured labor. Moreover, we have enacted detailed, equitable regulations covering each major phase of an employee’s relationship with the company, including recruitment, employment, and exit. No incidents of forced labor have taken place over the course of Huawei’s history.

We strictly prohibit the use of child labor, and have effective polices and preventative measures in place to prevent the recruitment and use of child labor. We also require the same of our suppliers and conduct regular audits to ensure their compliance.

We respect employees’ legal rights with regard to freedom of association and collective bargaining. In our China HQ and overseas subsidiaries, we have established or joined labor union organizations, and signed or endorsed collective agreements. Our local subsidiaries abide by local laws and regulations on labor unions, and have formed close relationships with labor bureaus, employer associations, and consultancies. We never prevent employees from participating in the legal activities of registered labor unions so long as participation is voluntary and is not in violation of local laws.

Our Employee Relationship Department has created smooth communication channels to collect and understand employees’ opinions and suggestions. Employees can file complaints through the following channels: complaint hotline of the Committee of Ethics and Compliance (CEC); BCGs violation hotline; HR services complaint and suggestion hotline; grievance mailbox for performance appraisals; and complaint mailbox for procurement.