As an equal opportunity employer, we operate under a policy supported by a compliance framework that formalises non-discrimination against race, sex, creeds or economic status as defined by the Hong Kong Labour Ordinance and in our Code of Conduct. Our responsibility to direct and indirect employees is in the spirit of the International Labour Organisation (ILO) which promotes a minimum wage and workplace dignity. We have yet to be a signatory to the UN Global Compact or SA8000, although our human-resources policies and practices generally align with the declarations on child labour, discrimination, harassment and freedom of association. Our policy on HIV/AIDS, established in 1994, stipulates that the Corporation does not discriminate against infected employees and will continue to provide employment until their health impedes their ability to perform adequately.

We monitor our employment practices on a regular basis to ensure compliance to internal practices, local regulations and international conventions by means of internal management systems and through contractual arrangement with our contractors and suppliers. Our policies on labour align to those stipulated by Government, which outlaws child and force labour as well as discrimination by sex or creed. The Code of Conduct brings policy visibility to all employees and to our supply chain. No prosecutions for violation of labour laws by the Company were incurred during 2007. Additionally, as a result of our efforts for best practice amongst site contractors and project partners, no labour related prosecutions were incurred during 2007 on their part.

All employees are issued a copy of the Code and attend workplace briefings on how the Code relates to personal ethical behaviour. All employees are required to re-sign onto the Code every two years.

The Corporation positions to be an employer of choice not only through its human resources practices, but through benefits supplementing salaries and legal benefits. We offer all staff free travel on the MTR, maternity leave for mothers, sub-vented health care and most recently, permanent free travel on MTR system for all retired personnel.

All employees, including executive management are under a fixed compensation arrangement which includes salary, allowances and benefits in kind commensurate to their employment grade. Each employee has a specific set of KPIs against which their performance is assessed and annual review undertaken. At the executive level, management receives an additional annual cash incentive which is directly related to individual performance and organisational financial goals achievement. Refer to the 2007 Annual Report for further information on the Company's remuneration policy and arrangements.

Career Aspirations

Training forms a substantial part of our strategy to support staff in achieving their career aspirations. We mobilise substantial resources to provide effective mechanisms for training that ensures a multi-skilled workforce, succession of our next generation of leaders and the fostering of the learning culture across the Corporation. In addition to technical skills training, management courses, on-line education and training for redeployment, we sponsor eligible employees to undertake tertiary degrees and attend relevant overseas courses.

In addition to offering self improvement channels for staff, we encourage a culture of community involvement. The ongoing volunteering scheme, 'More Time Reaching Community' encourages volunteerism and empowers employees to make a difference in their own lives and that of the community. During 2007, over 12,000 people benefited from 86 community projects undertaken by some 1,800 volunteers.