Sinopec upholds the belief that talent is its most valuable asset, vigorously advancing its human resources development strategy to strengthen overall capabilities, with a consistent focus on safeguarding employees' legitimate rights and interests and promoting their physical and mental well-being. It has also attracted and cultivated talent through multiple channels, while enhancing care for employees across the board. These efforts have fostered a positive culture where employees feel genuinely valued and are motivated to contribute wholeheartedly to the Company's growth.

Basic Rights and Interests

Uphold human rights

Sinopec has strictly complied with all applicable domestic and international laws and conventions, upheld human rights, promoted equality, and firmly opposed all forms of abuse and rights violations. The Company has also remained committed to treating all employees with fairness and respect, regardless of nationality, ethnicity, race, gender, religious belief, or cultural background. Labor contracts are managed in full accordance with legal requirements, including their signing, execution, amendment, and termination, and the employment of child labor and forced labor is strictly prohibited. Furthermore, Sinopec has advocated for a corporate culture grounded in respect, equality, and justice, providing regular training on anti-discrimination and antiharassment, and has established confidential reporting channels to support employees in reporting misconduct. The whistleblowers' privacy and rights are fully protected. To further safeguard employee rights, the Company has improved its labor relations management systems, optimized workflow for resolving labor disputes, and established a case-by-case complaint resolution ledger. These efforts aim to help prevent, reduce, and promptly resolve labor disputes, ensuring the legitimate rights and interests of all employees are effectively safeguarded.

Equal employment opportunity

Sinopec has remained committed to promoting workplace diversity and ensuring equal employment opportunities, hiring ethnic minority employees on an equal footing, and ensuring that female employees receive fair compensation, benefits, and career development opportunities, actively fostering harmonious and stable labor relations. Sinopec has also placed strong emphasis on inclusive employment. It has continued to support migrant workers through employment assistance programs, launched the targeted recruitment initiative "Inclusive Employment for Persons with Disabilities, Together Toward a Dream Fulfilled", and taken proactive steps to receive and resettle retired military personnel. To better support these groups, Sinopec has enhanced efforts in occupational safety, health protection, and rights advocacy. It has also provided vocational training to equip employees with disabilities and migrant workers with the skills needed for professional advancement.

Compensation and benefits

Sinopec has continued to reform its compensation system, improving its market-oriented pay structure and implementing a combination of monetary and non-monetary incentives. The Company has further developed and optimized a comprehensive compensation structure that includes base salaries, performance bonuses, and medium- to long-term incentive plans, all linked to job responsibilities, individual capability, and performance outcomes. In addition, Sinopec has ensured full contributions to the mandatory "five social insurances and one housing fund" and offered statutory benefits such as paid leave, maternity leave, breastfeeding leave, and parental leave. It has also introduced supplementary medical insurance and a corporate annuity program, providing employees with a comprehensive benefits package.

Democratic management

Sinopec has formulated and issued the Implementation Measures for Workers' Congress of Sinopec Directly Affiliated Entities and the Implementation Measures for Factory Affairs Disclosure of Sinopec Directly Affiliated Entities, further strengthening its democratic corporate management through the workers' congress mechanism. It has also urged employee representative directors and supervisors to fulfill their responsibilities in line with relevant regulations, while ensuring employees' rights to information, participation, expression, and oversight. All directly affiliated entities are explicitly required to incorporate democratic management principles into their articles of association and comply with the "three majors and one large" decision-making framework. Major decisions must take into account employees' opinions, and any matters involving employees' personal interests must be reviewed and approved by the workers' congress.

Employee Health

Occupational health management

Sinopec has issued the Sinopec Occupational Health Management Measures and established an occupational safety and health system in compliance with national laws and regulations. Working conditions, compensation, hours, rest days, and leave policies are clearly defined and fully compliant with legal standards. In addition, it has strictly followed national regulations on working hours and holidays, while ensuring appropriate protections and safeguards against occupational hazards. To support the development of the Healthy Enterprise initiative, Sinopec has carried out registration and assessments related to occupational diseases and exposure risks. The Company has also strengthened its health management capacity by appointing full-time health and safety personnel and organizing awareness activities during the national Publicity Week of the Law on Prevention and Control of Occupational Disease. By the end of the reporting period, 340,000 employees exposed to occupational risks had been placed under health monitoring, and 330,000 had received training and practical instruction in cardiopulmonary resuscitation (CPR) and the use of automated external defibrillators (AEDs).

Mental health support

Sinopec has conducted training in ideological and political work for grassroots-level employees, along with dedicated programs for key personnel involved in the Employee Assistance Program (EAP), to better embed EAP services into its HSE management system and corporate culture. Through the "Mindful Support" feature on the "Sinopec Progress Hub" platform, the Company has offered 24/7 psychological counseling hotlines for all employees, including those stationed overseas. It has also delivered a range of mental health education initiatives via the EAP Cloud Classroom, "MindCare Tips", "Mindful Moments", and other digital contents. In addition, Sinopec has launched the EAP "Mindfulness Express Frontline Tour" campaign, which provides six types of services: expert-led lectures, themed group counseling sessions, the "Energy for Happiness Station" initiative, one-on-one counseling sessions, crisis intervention, and health management. These offerings are designed to strengthen mental well-being and motivation across all levels of the workforce. The Company has also hosted an EAP seminar titled "Setting Off for Happiness: Grateful Companionship and Joyful Bonds" and conducted mental health surveys to better understand the well-being of employees stationed overseas.

Career Development

We have rolled out the "Strongest Operation Competition" model across the Company, with participation from more than 70 directly affiliated entities. This helped build a culture of continuous improvement that encourages employees to sharpen their skills, emphasize safety, raise morale, and contribute to operational excellence.

Deepening the Reform of the Industrial Workforce Development

Sinopec has earnestly implemented General Secretary Xi Jinping's key directives on deepening the reform of the industrial workforce development, strengthening policy alignment and resource coordination to accelerate progress across the petrochemical industry. In 2024, the Company released the Implementation Measures for the "Opinions on Giving Full Play to the Leading Role of State-Owned Enterprises in Deepening the Reform of the Industrial Workforce Development", which defined ten key actions to guide this effort. Sinopec has also actively promoted the spirit of model workers, dedication, and craftsmanship through initiatives like "Model Workers and Craftsmen Empower Enterprises" and "Model Workers and Craftsmen on Campus". Additionally, the Company has improved the quality of labor and skills competitions, hosting promotion events and ranking 3rd to 10th in the inaugural national "Red Flag Cup" Team Leader Competition for the chemical industry. Furthermore, Sinopec has continued to strengthen pathways for personal development, launching the "Year of Enhancing the Skills Talent Team Construction" campaign and establishing a comprehensive skilled talent management system. Guided by the directive to deepen the reform of the industrial workforce development, Sinopec employees have proactively advanced the Company's high-quality development and contributed to the Chinese-style modernization of the petrochemical industry.

Care for Employees

Fostering a family-oriented workplace culture

Sinopec has remained committed to its core belief in "shared growth between the company and its employees", actively cultivating a family-oriented culture across its service stations, oil depots, and terminals. To enrich this culture, the Company has continued upgrading grassroots facilities into welcoming, safe, progressive, and harmonious workplaces that promote employee well-being and foster a sense of belonging, creating a positive and supportive workplace culture.

Employee family visits

Sinopec has actively engaged with employees to understand their work and family lives, regularly visiting grassroots-level employees and their families in line with its approach to solving practical issues. In addition, it has established multiple feedback channels—including online forums, Weixin mini programs, and employee discussion sessions—to ensure employees can voice their needs and concerns, drawing on collective input and responding promptly to their legitimate requests. Sinopec has also prioritized addressing employees' most immediate challenges and remained committed to helping them achieve a fulfilling balance of "happy work and healthy living".

Assisting employees in need

Under its "Cultured Sinopec, Healthy Sinopec, Caring Sinopec" initiative, Sinopec has continued to improve the quality of its employee support services. These include assistance programs for employees in need, cultural and sports activities, and seasonal initiatives such as providing cooling supplies in summer, education assistance in autumn, and warmth in winter, while expanding and diversifying its service delivery channels. The Company has also paid particular attention to employees with low household income, those suffering from serious illnesses, those affected by accidents or natural disasters, and those facing other difficulties, as well as to their school-age children, offering policy-based assistance and essential safety net support to ensure basic living standards, firmly upholding the "three no's" commitment: no employee's family should fall below the poverty line, no employee's child should drop out of school due to financial difficulties, and no employee should have to forgo medical treatment for lack of funds.

Caring for retired employees

Sinopec has remained dedicated to supporting its retired employees through targeted, personalized, and family-centered services. Under its "Respect for the Elderly" initiative, the Company has fostered a culture of care and appreciation for its senior members, conducting regular visits and offering assistance to retired employees, including health check-ups and targeted support to those in need. Sinopec has also worked closely with local communities and sub-district Party organizations to promote Party-building efforts.