Sinopec views talent as its most valuable asset and actively implements a talent-driven strategy to strengthen the organization. The Company has remained committed to safeguarding employees' basic rights and interests, improving compensation and benefits, supporting career development, and promoting a healthy work-life balance. We have also continually optimized the "Four Environments"—work, living, learning, and culture—to foster a sustainable and prosperous future together with our employees.

Basic rights and interests

Respect for human rights

Sinopec strictly adheres to domestic and international laws and conventions, respects human rights, promotes equality, and opposes any actions that violate or undermine human rights. We are committed to ensuring fair treatment of all employees, regardless of nationality, ethnicity, race, gender, religion, or cultural background. All employment contracts are established, executed, amended, and terminated in full accordance with legal requirements. The Company also strictly prohibits the employment of child labor and forced labor, while actively promoting diversity and equal opportunity in the workforce. We ensure fair employment practices for ethnic minorities and provide equal pay, benefits, and career development opportunities for female employees. Our goal is to build harmonious and stable labor relations.

We have further streamlined the labor dispute resolution process and established a case-specific compliance record system to prevent and reduce labor disputes, enabling us to timely resolve labor-capital disputes, effectively safeguard employees' legitimate rights and interests, and build harmonious labor relations.。

Compensation and benefits

Sinopec, in accordance with the principle of "one adaptation, two links", has established and improved its total compensation mechanism, aligning it with company performance and work efficiency. The Company has also strengthened its overall incentive system, creating a multi-faceted framework that includes base salary, performance bonuses, insurance benefits, and recognition and awards. Furthermore, we adhere to the principle of "compensation based on position, performance, and capability" to enhance the incentive and regulatory role of our compensation distribution. In compliance with national and local policies, Sinopec has also implemented the "five insurances and one fund" system, along with an enterprise annuity plan, to improve employees' social security benefits.

Democratic management

Sinopec has formulated and implemented the Implementation Measures for the Employee Representative Conference of Directly Affiliated Enterprises and established a system of employee directors and employee supervisors, electing employee directors in accordance with the law. To further strengthen the development of its governance structure and work mechanism, the Company has also formulated the Implementation Measures for the Disclosure of Factory Affairs of Directly Affiliated Enterprises , which outlines a hierarchical list of disclosure items for factory affairs. Additionally, Sinopec has actively expanded channels for collecting employee feedback by leveraging various platforms, including online forums, risk assessment surveys, the "Public Opinion Express" WeChat mini program, and a rational suggestion system, providing employees with multiple avenues to share their opinions and suggestions.

Employee health

Occupational health management

Sinopec has formulated the Occupational Health Management Measures and carried out baseline surveys to assess the occupational health conditions of its affiliated enterprises, improving the competencies of its occupational health management personnel. The Company has also closely monitored and managed areas with noise and dust levels exceeding standards and implemented measures such as promoting the use of flame-retardant clothing and strengthening warehouse inspections of safety equipment. Additionally, the Company has improved its employee health management network by improving health screening and consultation services at medical service stations and providing first aid training for all employees. The Company has also set up health stations, health rooms, and medical facilities equipped with blood pressure monitors, pulse oximeters, over 4,000 AEDs, and other medical equipment.

Promoting the development of healthy enterprises

Sinopec has improved the overall health environment, strengthened health management and services, and improved the workplace conditions for its employees. As a result, the Company received recognition as a "National Healthy Enterprise Representative Case", with 26 directly affiliated enterprises and 47 second-level units honored as provincial and municipal-level healthy enterprises.

Caring for employees' mental health

Sinopec has established an Employee Mental Health Working Committee to regularly evaluate employees' mental wellbeing and provide psychological support. The Company has also widely implemented employee assistance program (EAP) services, using scientific counseling methods for effective intervention, and created a positive work environment to help employees maintain a healthy and fulfilling life.

Employees' career development

Strengthening talent recruitment

Sinopec has adopted a more rigorous recruitment system to attract high-level experts and, for the first time, appointed chief engineering and technical experts for the Company. As of 2023, the Company has employed 3 chief scientists, 2 chief engineering and technical masters, 28 chief experts, 137 senior experts, and 91 skill masters. We have also launched an upgraded version of the Double Hundred Plan and put forward the Ten Measures to boost the recruitment of high-level overseas talent, resulting in the addition of 140 experienced professionals from the broader industry over the past year.

We have further developed our human resources pool and optimized workforce allocation through scientific methods. Our expanded recruitment of college graduates remains among the highest compared to other central enterprises. We have also collaborated with relevant subcontractors and outsourcing partners to continuously increase graduate recruitment and actively support employment opportunities for college graduates in Xizang, Qinghai, and Xinjiang. Additionally, we have successfully integrated retired soldiers and firefighters into our workforce and provided extensive employment and vocational training for migrant workers. In 2023, Sinopec maintained an employee turnover rate of 0.67% .

Improving channels for talent growth

Sinopec strives to maximize the potential of its diverse talent pool by continuously refining its talent development channels and establishing a career development system that functions effectively from senior management to grassroots levels and across peer positions. The Company has issued the Guidelines for Sinopec Education and Training System and revised the Sinopec Employee Education and Training Management Regulations and the Sinopec Online Training Management Measures, further strengthening its employee training systems and mechanisms. In addition, the Company has promoted management personnel training through systematic programs, implemented specialized training for experts, and established regular training for skilled talents. Over the past year, we organized 54 key talent development programs, involving 5,139 participants. We have also continually enhanced the capabilities of the Sinopec Network College, achieving over 50 million hours of online learning organization-wide. Furthermore, we have actively developed a school-enterprise training model, expanded collaboration with universities at home and abroad, and effectively leveraged the joint training platform for postdoctoral workstations and mobile stations, while launching the "Hundred of Boats and Thousand of Sails" youth talent training initiative to accelerate the development of young scientific and technical talent.

Caring for employees

A family-like corporate culture

Sinopec advocates the core philosophy of "shared growth between the company and its employees" and actively nurtures a family-like atmosphere at its oil and gas stations, depots, and terminals. To further enrich this culture, the Company has dedicated itself to transforming its primary stations and depots into welcoming, safe, progressive, and harmonious workplaces that foster a sense of happiness and belonging, creating a positive and supportive working environment.

Employee family visits

Sinopec integrates its "employee family visits" program into its "serving the people with concrete actions" initiative, establishing a long-term mechanism for regular family outreach. Leaders at all levels are encouraged to visit frontline employees and engage directly with their families to understand their concerns and help resolve any issues, regularly benefitting employees across all levels. The Company has also intensified its overall support and provided special care for families of employees stationed overseas.

Caring for retired employees

Sinopec has been diligent in supporting and managing its retired employees by offering targeted, personalized, and family-centered services. Through its "Respect for the Elderly" initiative, the Company has fostered a culture of care and appreciation for its senior members. We have conducted visits and offered support to retired employees, providing health check-ups and assistance to those in need. We have also actively collaborated with local community and subdistrict Party organizations to promote Party-building activities.