Annual Report 2019

FAR EAST CONSORTIUM INTERNATIONAL LIMITED 72 ENVIRONMENTAL, SOCIAL AND GOVERNANCE REPORT Diversity and Inclusion We recognise the importance of workplace diversity in our workforce, and strive to create and foster a workplace with equal opportunities and mutual respect. Our policies on equal opportunity, diversity and anti-discrimination are covered in the Employee Handbook. We seek to employ the best qualified people for the job, considering their capabilities, experiences, potential for development and other traits to their work. Employees are considered justly in all aspects of employment regardless of their differences such as ethnicity, gender, language, age, sexual orientation, religion or socio-economic status. We do not tolerate any form of discrimination or harassment. Our stance on anti-discrimination and anti- harassment are stated in the Code of Business Conduct and Employees Handbook. All employees are required to sign an acknowledgement form of the Code of Business Conduct to ensure they understand their obligations on an annual basis. To advance efforts in promoting inclusion, we launched anti-discrimination training as part of the orientation programme in Hong Kong Corporate Office. We will extend this initiative to our hotels in Hong Kong in FY2020. Engaging Our Employees Open communication is essential to connect employees. Employees can raise ideas or complaints to their direct managers, Department Head or Human Resources Department. Associate Engagement Survey Our annual Associate Engagement Survey (“AES”) is the primary channel for collecting feedback from associates around the world. Introduced in FY2016, the score methodology produces the engagement levels assessed by a range of dimensions, including corporate culture, leadership, work-life balance, personal development, teamwork and total rewards. With the theme“It’s about YOU…Get Involved • Stay Engaged” in AES 2018, we made efforts to get more associates involved and engaged, and the participation rate reached 99.4%. The results and feedback were shared with hotel managers worldwide to provide in-depth insights. To identify clear action plans, focus groups discussion was conducted subsequent to the result announcement, to collect their views on where we can improve. Feedback collected from the focus group was analysed and integrated into the improvement actions plans by individual management teams. Highlights of improvement actions since the launch of AES Health and well-being Training and development • Organised wellness activities, such as the formation of a football team • Monthly Foodstuff day • Provided training activities, such as Standard Operating Procedures, Train-the-Trainers, Management Development Program and leadership and managerial courses • Korean language classes • Increasing opportunities for internal promotions Dorsett Tsuen Wan Football Team Internal Crisis Management Training