社会责任
Human rights

1.Human rights principle

Sinopec Corp. strictly complies with laws and regulations on human rights protection, the National Human Rights Action Plan of China and international human rights conventions, and prohibits any act of disregard or abuse of human rights. We strictly abide by China’s Regulation on Prohibiting the Use of Child Labour and relevant laws and regulations in overseas markets and prohibit the use of child labour. We respect the employees’ right of personal freedom and the right to take leave, and prohibit the use of forced labour. We respect the rights and interests of female employees and ethnic minority employees, and strictly prohibit any form of discrimination, such as due to gender, ethnicity, religion and nationality. Meanwhile, we abide by the requirements of laws and regulations such as the Labour Law of China and the relevant regulations in where we operate, fully protect employee rights and ensure occupational health and safety, optimise the career development channels for employees, promote the comprehensive management of occupational, physical and mental health of employees, and strive to grow together with our employees.


2.Employee protection

?Sinopec Corp. adheres to principles of equal consultation, and mutual benefit and win-win results, protects the rights and interests of employees in accordance with relevant laws and regulations, and strives to build a harmonious and stable employment relationship with employees.

? The Company signs written labour contracts with employees in accordance with the principle of “equality, willingness and consensus” and all terms of the contract are complete and in compliance with laws. The Company has also formulated relevant management policies to ensure the labour contracts are strictly implemented.

? The Company treats female employees equally and adheres to the principle of equal pay for equal work. The Company treats minority employees equally and is committed to creating a diverse workplace.

? The Company has established the Female Employee Committee under the labour union, and includes specific articles in labour contract to protect the rights of female employees and their rights to maternity leave, nursing leave and regular health examination.


3.Occupational health

Sinopec Corp. takes employee health as a top management priority. The Company integrates its health management resources to continuously improve the prevention and control of occupational disease and protect the health of our employees.

In 2019, the Company carried out assessment of occupational disease hazards and occupational health and safety risks, and prevented occupational hazards from occurring from the source by providing protective equipment and gears and conducting occupational health examinations.

? Strictly control occupational hazards: Carried out noise distribution and impact assessment of typical devices, and shared the experience of noise control among subsidiaries; implemented the inspection of centralised air conditioning units in densely populated areas to ensure air quality meet standards.

? Standardise management of protective equipment: Equipped flame retardant and anti-static labour protection outfit to positions with high fire and explosion risks in refining and chemical subsidiaries; carried out a company-wide inspection of air respirators to ensure its proper management.

? Promote physical and mental health of employees: Maintained employee health records, organised annual physical examination for all employees, assessed employee health status, and formulated and implemented the “specific measures for specific person” intervention approach for high health risk health; Strengthened the employee assistance programme (EAP) to promote employee psychological health and crisis prevention.


4.Career development

Maintained employee health records, organised annual physical examination for all employees, assessed employee health status, and formulated and implemented the “specific measures for specific person” intervention approach for high health risk health; Strengthened the employee assistance programme (EAP) to promote employee psychological health and crisis prevention.

Optimising Career Platform

Improving the talent development ecology: Formulated the Measures for Talent Growth Channels of Sinopec Corp., and established a talent development mechanism with “vertical mobility and horizontal connectivity”. The Company also researched and promoted the development of the talent standard system, optimised the evaluation mechanism for career promotions, and carried out pilot projects of assessment of professional skill levels. Implemented the Talent Attraction Programme to attract leading technology talents and key talents of new businesses; optimised talent allocation and assigned more talents to new projects and overseas projects.

Increasing the cultivation of key talents: Signed a strategic agreement with Imperial College London in the UK to jointly train 40 young technology talents, organised the first Young Science and Technology Elite Competition and the “Future of Sinopec” Youth Forum, and implemented the “Talent + Project” model to create a team of Sinopec Future Scientists. In 2019, the Company had six employees acclaimed as academicians of Chinese Academy of Engineering, “Leading Technological Innovation Talents of the Ten *********************” and the “National Candidates of the Hundred-Thousand-Ten Thousand Project”. The Company also recognised 80 employees as “Sinopec Expert with Outstanding Contribution”, and awarded 100 employees the “Min Enze Young Technology Talent Award”. We hosted national class-II competitions and organised 15 company-wide skill competitions.

Cultivating Talents with Jointly Efforts

In 2019, Sinopec Corp. cooperated with Imperial College London in the UK and jointly founded the Sinopec-Imperial College London Resource Geophysics Academy, to conduct jointly training and research in the geophysics field with GBP11 million from Sinopec Corp. and the research and teaching resources of the Imperial College London. The programme not only supports the cultivation of PhD students in the petrochemical field, but also provides training and joint research opportunities for its employees.

Employee training

In 2019, the Company completed the compilation of the Employee Training Plan (2019-2023) of Sinopec Corp., establishing a systematic training system and vocational skill improvement plan. We strengthened quality training and professional technical talents training for management talents and technical talents in a systematic way. Meanwhile, we coordinated our efforts to improve the coverage and effectiveness of training by implementing key training programmes and online training.

? Training of Key Talents: Optimised the training system for management personnel, explored the establishment of a training system for professional and technical personnel, skilled personnel, and international personnel, and carried out a number of targeted training programmes for key talents, such as management personnel training, high-level expert training, and country expert training. Provided trainings to 3,100 key talents, 765 senior professional and technical talents, and 237 skilled talents within the year. In 2019, the Company invested over RMB850 million in vocational training, covering 78.2% of employees with a total participation of 985,600 person-times; while its annual online training participation reached 5.01 million person-times, with a total of 10.19 million hours of online learning.

? Online training: Promoted the application and coverage of the Sinopec Online Academy platform, promoting the digital and intelligent transformation of training with data, AI, 5G and other technologies to realise customised and targeted training.


5.Caring for employees

? Sinopec Corp. strives to forge a community of shared future with its employees, and cares for employees and provides them with all-around support, aiming to further improve the cohesion and sense of belonging of its employees.

? The Company continues to implement EAP programmes and provide employees with caring and psychological counselling. In 2019, we carried out pre-job training on mental health and sent out relevant alerts, promoted the EAP Classroom programme, organised themed training, and provided 10,079 psychological counselling sessions through Heart Happiness Counselling EAP platform.

? We organised health assessment for employees to be posted overseas, and maintained health records of them to track their health status and provide timely assistance if needed. In 2019, the Company carried out special alerts, disease prevention training and travel alerts against Ebola, measles, malaria and other major infectious disease risks identified for overseas travels, and provided traffic safety training and alerts regarding overseas locations with high traffic accident rate. The Company has also purchased commercial insurance for all employees posted overseas, to ensure that they could get timely assistance if they have accident.

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