Annual Report 2022

88 SHOUGANG CENTURY HOLDINGS LIMITED 首佳科技製造有限公司 REPORT OF THE DIRECTORS 董事會報告書 遵守法律及規定 （續） 此外，本集團已開始越來越重視性別平等和 保護女性的權益，以及遵守相關香港法律， 例如《性別歧視條例》（其基本原則也列載於 《基本法》中）及相關中國法律，例如《婦女權 益保障法》和《女職工勞動保護特別規定》。 為進一步了解這一議題，本公司已派代表參 加了由婦女事務委員會（一個積極參與婦女 賦權和晉升的組織）舉辦的一些有關性別平 等和性別主流化的活動，以了解女性目前在 商界的角色和地位及各方對性別主流化的關 注。而為對上述事宜作出回應及將這些學到 的知識付諸實行，本集團已制訂了《防止職場 性騷擾政策》以表示本集團對僱員（特別是女 性僱員）的尊重。 本集團亦注意到人力資源管理的重要性，而本 公司代表亦從研討會上了解並已傳達良好人力 資源管理對有效地去處理工作間語言衝突時的 重要性的訊息。另外，董事會已採納二零二三 年及二零二四年的可計量目標，其目標為委任 至少一名女性董事會成員。進一步人力資源管 理之討論載列於二零二二年度環境、社會及管 治報告內。 COMPLIANCE WITH LAWS AND REGULATIONS (continued) Furthermore, the Group has started to attach more importance to gender equality and the protection of women’s interests, as well as on the compliance with the related laws of Hong Kong such as the Sex Discrimination Ordinance, which the underlying principle is also enshrined in the Basic Law, and related laws of PRC such as the Law on the Protection of Women’s Rights and Interests and Special Rules on the Labour Protection of Female Employees. To acquire further knowledge on this topic, we have nominated a representative to participate in activities related to gender equality and gender mainstreaming organised by the Women’s Commission (an organisation which actively engages in activities in relation to women empowerment and advancement) for the purpose of understanding the current role and status of women in business sector and different parties’ concerns on gender mainstreaming. In the light of the need to address these issues and to put our knowledge into practice, the “Policy on Prevention on Sexual Harassment at Workplace” has been formulated as a way of the Company to show respect to our employees, especially female employees. The Group also notes the importance on human resource management in which the representative of the Company has learnt from the seminar that good human resource management on effective communication when handling verbal violence at work and such message has been conveyed. In addition, the new measureable objective in 2023 and 2024 has been adopted by the Board regarding the appointment of at least one female Board member. Further discussion on human resource management is set out in the 2022 ESG Report.