We aim to conduct our operations in a manner which safeguards the health and safety of our employees, contractors, suppliers, customers, the visitors to our business premises, and our local communities. Protecting our workforce is fundamental to our long-term success and sustainability. As our company expands across the region, our aspirational goal of achieving zero harm faithfully underpins our approach to health and safety management.

Swire Pacific uses two metrics to evaluate safety performance:

• Lost time injury rate (LTIR): the number of injuries per 100 full-time equivalent employees¹

• Lost day rate (LDR): the number of work days lost to injuries per 100 full-time equivalent employees

In 2025, our LTIR decreased by 22% to 0.21 from 0.27 in 2024 and LDR decreased by 24% to 11.84.

Regrettably there was an employee fatality at Swire Coca-Cola Vietnam in 2025. Following a full investigation, enhanced mitigation measures were implemented.

Our Goals and Targets

At the Group level, our ultimate objective is to achieve zero harm. All divisions are committed to maintaining a record of zero fatalities. Swire Properties, Swire Coca-Cola and HAECO have set health and safety targets for 2030. Refer to the sustainability reports of our operating companies for further information.

We expect our contractors to observe high safety standards and centrally track contractor safety data to facilitate continual improvement. In the event of serious incidents, we conduct thorough investigations and enhance contractor safety management protocols accordingly.

Swire Properties has set a target to reduce its five-year rolling average accident rate per 1,000 contractor workers in its Hong Kong new development projects by 70% by 2030, from a 2015-2018 baseline. Its Design for Safety programme, a collaboration between architects, engineers, contractors, safety professionals and its internal technical and property management teams, focuses on integrating safety considerations into the planning and design phases of construction or renovation projects. Refer to Swire Properties' Sustainability Report 2025 for further information on its contractor safety programmes and monitoring.

We have a crisis reporting policy and crisis management guidelines, which help to build business resilience through crisis preparedness, business continuity, and disaster recovery planning. Reporting and information exchanges within the Group have improved, facilitating a faster response and recovery.

Following comprehensive diversity, equity, inclusion and belonging assessments completed by our core operating companies, individual multi-year DEI roadmaps were implemented in 2025. These roadmaps work as compasses to further enhance DEI within the Group and cover various aspects of the employee lifecycle, supporting our existing strategic DEI framework.

We remain committed to leveraging data and employing social research methodologies to strengthen our capacity in integrating DEI principles into our daily business operations and enhancing the workplace experiences.

Our Five Focus Areas of Diversity

We believe in creating an environment where people feel comfortable at work and able to realise their full potential. Our Human Rights Policy sets out our expectations on DEI, employment, health and safety and reporting. We have implemented a range of inclusive policies including the Flexible Working Policy and Respect in the Workplace Policy, which along with our Human Rights Policy prohibits discrimination and harassment. Anti-discrimination and harassment training is mandatory for all employees during onboarding.

Breaches of our policies can be reported to the People department, to the relevant line manager, through EthicsPoint (a third-party service provider), and reports can be sent through one of three dedicated email accounts for investigation and remediation.

Further information on our reporting and investigation guidelines are available in our Respect in the Workplace Policy.

As part of our ongoing commitment to promoting inclusion, we are actively seeking feedback from employees to assess the effectiveness of these policies and identify additional measures to enhance inclusivity within the Group.

All Swire Pacific sustainability related policies are available on our website. A list of those related to People is provided at the end of this section.

Gender pay gap refers to the difference between the mean basic pay for men and women, expressed as a percentage of men's average earnings. It is calculated by subtracting the average female salary from the average male salary and then dividing it by the average male salary.

Tracking and reporting gender pay gap strengthens transparency and guides targeted actions that support a fair, inclusive and high‑performing workforce. As a diversified conglomerate, Swire Pacific's businesses operate in sectors with vastly different pay structures, job families, and gender representation. We therefore report gender pay gap by operating company and employee category. These figures do not capture all facets that can result in differences in pay, but they serve as a starting point for further exploration by our People department and those of our operating companies.

An existence of a gender pay gap emphasises the importance of taking further action to support and empower women in their career advancement. To address this, Swire Pacific and our operating companies place significant emphasis on fostering diversity, equity, and inclusion at every stage of an employee's career. As part of its refreshed sustainability strategy Swire Properties aims to achieve a 0% gender pay gap by 2030.

Our aim is to cultivate a workplace that values and promotes gender equity, employee wellbeing and empowers women and men to thrive and contribute to their fullest potential. We actively demonstrate our commitment to gender equity through initiatives, internal events, and collaborations focused on promoting gender equity, and dismantling barriers and biases that have hindered women's full participation in the workforce.

The Swire Women’s Network is an internal employee network that supports the career growth of women. It serves as a platform for employees to connect, share experiences, and advocate for gender equity and inclusion.

Swire Properties has established the Gender Equity Network - an internal initiative designed to promote gender equity, dismantle barriers, and foster an inclusive workplace culture. In Hong Kong, it has also set up a collaborative business network - the Taikoo Women’s Inspire Network (Taikoo WIN) - with two Taikoo Place tenants. Taikoo WIN’s mission is to create a community that supports women working for professional firms and companies based in the Taikoo Place area.

Swire Coca-Cola has a Diversity and Inclusion Board chaired by its Chief Executive Officer. In the Chinese Mainland, Swire Coca-Cola's “Dream Team” female leadership development programme aims to support women in developing leadership skills and career pathways. The programme includes learning from senior leaders, peer sharing, development tools, online courses and community support. It empowers women to express their career aspirations and strengthen inclusive leadership across the organisation and has achieved encouraging rates of female progression as of the end of 2025. 

Due to the nature of its business, HAECO’s workforce is predominantly male. To address this imbalance, the HAECO Women’s Network aims to empower women and foster leadership development. Each year, HAECO marks International Women in Engineering Day by celebrating the achievements of its skilled female engineers, showcasing the work and achievements of its female engineers and partners, and running outreach programmes with Hong Kong schools to encourage the next generation of female engineers within the aviation sector.

Most of our operating companies have Male Allies networks that promote gender balanced values and behaviours, as well as programmes to improve men’s well-being. We also partner with The Women’s Foundation, with members across the Group participating in their Male Allies Programme.

We have made significant efforts to establish an age-neutral and multi-generational workplace by implementing a diverse range of aging-friendly initiatives across the Group and enabling intergenerational connections and mutual learning.

Swire Properties' 36-month Property Executive Programme in the Chinese Mainland is designed to nurture young talent for Swire Properties’ operating companies, offering trainees extensive cross-departmental experience and exposure to various markets and cultures. A key component is a Monthly Lecture Series, which prepares first-year executives for future managerial roles through strategic insights from company leaders into Swire Properties' operations including its SD 2050 Strategy, innovation, and placemaking projects.

Swire Coca-Cola's people development initiatives include a focus on engaging younger employees through targeted programmes across Greater China. Initiatives cover tailored training, management interaction, HR talent sponsorship, job shadowing, and cross-generation workshops. These initiatives help to strengthen diversity and inclusion, and collaboration efforts across age groups by involving young staff in decision-making, fostering industry-academic relationships, and addressing generational stereotypes.

HAECO' s CrossGen Network aims to make everyone feel heard, raise awareness, and promote inclusivity and effective contributions in the workplace.

Swire Pacific and our operating companies proudly stand as a signatory to the Racial Diversity & Inclusion Charter, initiated by the Equal Opportunities Commission in Hong Kong. Through our endorsement of the Charter, we affirm our dedication to promoting equal employment opportunities for ethnic minorities and fostering a culture of racial diversity within the Group.

We actively engage in partnerships with NGOs to uplift the wellbeing of ethnic minorities, as exemplified by our provision of job and internship opportunities aimed at supporting and empowering the community. Employee networks form an important part of many of our operating companies’ DEI strategies.

Swire Coca-Cola offers a preparation programme for migrant workers in Taiwan with language classes, buddies, and translation apps to minimise language barriers and support the adjustment to a new workplace.

HAECO actively cultivates a workplace where ethnic and cultural diversity is both acknowledged and embraced. The HAECO Ethnicity Network promotes racial and cultural diversity and fosters inclusion through a range of creative and engaging initiatives.

This year, to celebrate the World Day for Cultural Diversity, we hosted a session on intercultural communications, highlighting how people from different cultures can experience life and work interactions differently and to what extent stereotyping is helpful or harmful. To celebrate Diversity Month, a Swire Around the World event was organised that honoured the cultural roots of our people. The event featured a sharing of traditional dishes which reflected the heritage and identity of participants.

We are dedicated to creating an inclusive workplace that embraces disability inclusion, ensuring equal employment and advancement opportunities for individuals with disabilities, while actively striving to eliminate discriminatory practices.

We place significant emphasis on empowering individuals with disabilities through inclusive recruitment practices and comprehensive job training initiatives. In Hong Kong, Swire Pacific and three of our operating companies participated in CareER's Inclusive Recruitment Fair 2025, engaging with candidates with disabilities. The event provided valuable insights into individuals’ career aspirations while exploring potential employment opportunities within the Group. In addition, we signed the Talent-Wise Employment Charter to reinforce our support for persons with disabilities.

Swire Pacific, along with several of our operating companies, were recognised as CareER Disability Inclusive Employers during the CareER Disability Inclusion Index Forum. Swire Pacific and Swire Properties were awarded Level 1 and 2 Disability Inclusive Supporter status, respectively, under the Hong Kong-based ‘Diverse Abilities - Inclusive Workplace Recognition Scheme’ introduced by the Labour and Welfare Bureau. These awards show that both businesses are taking steps to support the employment of persons with disabilities.

Swire Properties’ hotels continue their collaborations with NGOs to foster equal opportunities for students. Upper House Hong Kong collaborates with the Hong Kong Down Syndrome Association on its UPSTAIRS Programme, providing trainees the opportunity to receive practical training and gain hands-on experience at the hotel for one month. EAST Hong Kong collaborates with the Jockey Club Sarah Roe School, the only English Schools Foundation school in Hong Kong catering to students with learning disabilities, on their annual student vocational training and work experience programme.

HAECO’s Ability Allies is a network that aims to actively promote disability inclusive workplace behaviours and values through employee engagement, and to enhance the accessibility of the physical working environment for all its employees.

We focus on inclusion through various initiatives aimed at creating a safe, inclusive, and affirming workplace for all employees.

For Pride Month, Swire Properties partnered with Hong Kong NGO PrideLab in an event where individuals from LGBTQ+ backgrounds shared their personal stories and in Miami it ran a month-long series of events. HAECO hosted a quiz and lucky draw.

Pink Friday is an annual event that gives visible support to LGBTQ+ employees. Swire Pacific hosted an interview with Mike Kung, Executive Director, Senior Counsel and Senior Compliance Officer at Goldman Sachs, to explore Pink Friday and the impact it is having on driving LGBTQ+ inclusion in workplaces.