Advancement & Opportunities

Human Resources Strategy

Our Code of Conduct provides behavioural guidance for all employees, establishing high standards of ethics and integrity expected by the Corporation and our stakeholders. These guidelines also assist in ensuring compliance with corporate and regulatory requirements. To enhance awareness, we offer education programmes including regular ethical seminars, mandatory online training programmes and a series of staff awareness programmes.

As our operations span multiple international locations, we have developed a global Human Resources strategy centred around three key pillars to support the people needs arising from our business expansion and growth strategy:

• Human Capital Mobility and Development

  We provide employees with overseas opportunities to facilitate knowledge exchange, enabling the transfer and localisation of best practices and expertise across regions. We also have a Global Mobility Policy which guides our human resources support and deployment and provides consistent terms for relocation across our global offices.

• Talent Management

  We identify and groom talented employees to build the corporate talent pipeline to meet business and succession needs. Personalised development plans are formulated for high-potential employees, offering a diverse range of enrichment opportunities, such as job rotations, project-based assignments, different roles within MTR, mentoring, coaching and other development activities.

  We conduct both individual and team-based performance reviews using predefined measurable goals and multidimensional methods. Performance is reviewed on an ongoing basis, supported by regular performance conversations, continuous feedback, mid-year review and annual performance review in the year-end.

• Corporate Culture Development

  In today’s fast-changing world, we must remain innovative, agile, and flexible. To move the company forward, it is essential to further strengthen our corporate culture. While upholding MTR’s values, we need to put the four “Cultural Focus Areas” into practice: Participative Communication, Effectiveness & Innovation, Collaboration and Agility to Change.

  For our colleagues’ easy understanding of the “Cultural Focus Areas”, regular communications with hubs and ongoing skill building workshops and seminars are organised. To encourage our colleagues to demonstrate our Values and Cultural Focuses at work, a number of motivational schemes are in place, including MTR Grand Awards and Living the MTR Values Awards (LV Award).

  

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  Code of Conduct

Recruitment Practices

To facilitate the induction of talented individuals, we have established multiple recruitment channels and career development paths. We seek individuals who share our organisational values and demonstrate characteristics such as the pursuit of excellence and continuous improvements, proactivity in problem-solving, a commitment to customers service, and a desire for continuous improvement. Training and development opportunities are provided to support their personal and professional growth.

In Hong Kong, our leadership development programmes and training schemes, including graduate development programmes, which focus on general management capabilities, professional expertise, and technical apprenticeships, ensure a steady influx of young talent to drive our business forward.

Employee Learning and Development

We foster a culture of continuous learning, offering a wide range of learning resources, training programmes and schemes for the personal growth and professional development of our operating, technical management staff.

Our Learning & Development Department ("L&DD") offers a diverse curriculum on leadership, management and business topics, through various learning modes including online learning, workshops, virtual classroom, webinar and experiential learning. We have also launched a Learning Management System ("LMS") for self-learning resources anytime and anywhere.

Our Operations Training Department ("OTD") provides a training curriculum in operations, occupational health and safety, railway safety, technical skills and IT training to assist staff and contractors in performing their operational and maintenance duties efficiently while meeting the requirements of the Corporation. Certification of qualification will be awarded upon successful completion of assessments. The Department is certified in ISO 9001 Quality Management Systems, ISO 14001 Environmental Management Systems and ISO 45001 Occupational Health and Safety Management Systems certifications for its training and related consultancy services.

Employee Wellness

Caring for the well-being of our staff extends beyond the workplace. The Wellness Connect programme provides a holistic support for the physical, mental, financial and social & family well-being to our staff, fostering a happy, productive and work-life balance environment. The approach of integrating the family-friendly practices into our employment empowers our staff to meet their family obligation. This includes providing a wide range of supportive benefits such as full-paid marriage leave, maternity and paternity leave, adoption leave, compassionate leave, study leave, well-being leave, free travel on MTR and medical benefits for themselves and their eligible dependants. We offer flexible working hours, work from home arrangements and job-sharing scheme to help employees balance personal and professional commitments. Furthermore, a Wellness Platform is in place for staff to redeem health/ wellness related products and services. Other family-friendly facilities and arrangements, such as lactation rooms and lactation breaks, are also offered to our staff.

Our Corporate Wellness Programmes support employees’ mental, social and family, physical and financial wellness through regular activities, workshops and seminars along with free seasonal influenza vaccinations annually. In 2025, we introduced Wellness Connect, a holistic employee wellness program that integrates all wellness resources under a single strategic framework promoting the 4 key wellness pillars namely physical, mental, financial and social & family wellness to enhance visibility, optimise resources, and deliver a consistent experience aligned with our people-centric sustainability objectives.

As an initiative to support the mental well-being among colleagues, we established the Peer Support Cadre in 2023 to provide additional care for staff in the form of counselling, coaching, and emotional management support at working level. We maintain an Employee Assistance Programme ("EAP") in partnership with Quality HealthCare, offering 24-hour counselling hotline, psychological counselling, wellness activities such as webinar, training, workshop, well-being articles, to provide confidential and professional psychological support to employees who face personal or work-related issues, in order to help them manage stress and enhance their mental well-being.

To further promote work-life balance, we organise a variety of annual events for employees to enjoy with families and friends. Current and retired Hong Kong employees can also enjoy various recreational and sports facilities and activities at the Metro Recreation Club with their families and friends for a nominal fee. We also offer scholarships for employees’ children attending local educational institutions. To connect with the community, employees, retirees and their families and friends can also participate in volunteering activities under the "More Time Reaching Community" Scheme. We also conduct retirement planning seminar and gatherings for retiring employees under the "We are MTR" Programme.

Staff Consultation, Communication and Recognition

In addition to complying with applicable legal obligations concerning collective bargaining and protection against anti-union discrimination in places where we operate, we maintain open dialogue with our employees to maintain a committed, passionate and connected workforce.

At MTR, we have a two-tier Staff Consultation Mechanism to enhance communication between employees and management. This includes the Staff Consultative Council ("SCC") at the corporate level and 50 Joint Consultative Committees ("JCCs") at the departmental or sectional level. The SCC facilitates discussions on corporate-wide matters, such as pay and benefits, organisation and manpower issues, corporate business updates, major policy changes, and safety performance, while the JCCs provide a platform for employees to discuss with management on work-related matters at departmental or sectional level, such as working conditions and facilities, roster arrangement, work safety and efficiency. In addition, regular meetings and communication sessions between management, staff representatives and unions are held to keep track of staff sentiments and proactively engage employees’ support for corporate initiatives.

To appreciate our employees' dedication to excellence and to recognise their accomplishments, we have established various awards and honours alongside performance-based salary reviews.

Managing Our Supply Chain

We work with a wide range of suppliers and business partners. Dedicated to operating responsibly, we have developed a robust governance structure and implemented sustainable procurement measures to manage and mitigate our supply chain risks. The Commercial Management Department reporting to the Capital Works Director and the Procurement and Supply Chain Department reporting to the Legal and Governance Director, jointly oversee the implementation of sustainable supply chain initiatives across the Corporation with key areas of work focusing on:

In We have set out corporate policies and guidelines to ensure ethical behaviour of our employees during procurement and tendering processes. Our Code of Conduct stipulates our commitment to a fair, transparent and competitive procurement process which adheres to the highest standards of ethical behaviour and relevant laws and regulations.

All suppliers are mandated to comply with our Supplier Code of Practice to uphold high standards for human and labour rights, environmental protection, supply chain management, and ethical business practices, with full compliance required for collaboration with the Corporation. Furthermore, our Sustainable Procurement Policy, incorporates the principles of the ISO 20400:2017 Sustainable Procurement Guidelines, and guides sustainable procurement decisions and promotes green initiatives across our supply chain. In demonstrating our commitment to green procurement, green spending targets are established annually, taking into consideration procurement forecasts across the Corporation. In 2025, to align with the Corporation’s three Environmental and Social Objectives, we reviewed and upgraded our Sustainable Procurement Policy (replacing the former Green Procurement Policy) and Supplier Code of Practice.

We are actively enhancing our supply chain risk management across the procurement process by enhancing and introducing new risk control measures throughout the procurement lifecycle, including supplier risk screening, prequalification, tender assessment and post-award performance management.

To promote good sustainability performance of our main contractors and subcontractors, we continued to carry out the Environmental Improvement Incentive Scheme to recognise high quality, safety, environmental performance and stakeholder engagement.

Regarding modern slavery, we have conveyed our commitment in the MTR Corporation Modern Slavery and Human Trafficking Statement and will ensure we have systems in place to manage these issues. We endeavour to ensure that workers in our supply chain are treated fairly, humanely and equitably across all operations.

We adopt a multi-pronged engagement approach with our key suppliers to foster ESG practice awareness and adoption. This is notably evidenced through our annual Supplier ESG forum and ESG practice survey, and our regular Supplier Relationship Management (SRM) meetings throughout the year and through which we explore and monitor progress on ESG joint-development opportunities.

Supply Chain Risk Management

Our supply chain risks are identified and regularly assessed through our Enterprise Risk Management System under one of the Principal Risk Areas "Critical Supply Chain Failure". To effectively manage these supply chain risks, we collaborate with suppliers to implement mitigation measures. For instance, we secure the continuity of supply of goods and services by ensuring suppliers to maintain sufficient levels of safety stock and service critical spare parts.

We also work with our suppliers to explore ways to develop alternative sources of supply for proprietary spares. We also assess sustainability risks impacting critical suppliers based on their business nature, location, and past performance. Suppliers categorised as high-risk are closely monitored, with appropriate follow-up actions taken as needed.

Supply Chain Assessment and Supplier Engagement

We have developed a set of supplier assessment procedures to maintain a sustainable supply chain network. This includes supplier desk assessments with verification of supporting evidence such as ESG policies, implementation measures and performance data. Where applicable, we carry out onsite assessments by our procurement teams and relevant colleagues and suppliers may be required to develop corrective action plans or improvement measures to address identified gaps.

We categorise suppliers into three groups: transport operations, property management and railway extension projects. Our annual spending by categories is disclosed in our Sustainability Report. Furthermore, we work closely with our train suppliers to monitor the manufacturing quality and assembly process and to ensure all performance indicators are achieved. Where appropriate, we also provide incentives to suppliers who achieve their stated performance range.

We actively engage our business partners and support them in adopting sustainable practices beyond compliance. For instance, we invite them to participate in forums, seminars and site visits to benchmark their performance and share best practices. Our procurement teams also conduct onsite assessments to critical suppliers when necessary. Supplier survey will be conducted when required to assess the alignment with our Supplier Code of Practice and assess the maturity of their sustainability policies, initiatives and monitoring systems in areas including ethical standards, human and labour rights, environmental protection, consumer protection, supply chain management and conflicts of interest. The survey results identify areas for improvement, foster collaboration and assist in the development of future enhancement plans.

To extend our sustainability commitments to a wider group of stakeholders, we require suppliers to ensure full compliance with our Supplier Code of Practice throughout their supply chains. While contractors are obliged to meet stringent safety specifications and requirements, we also work closely with them and industry bodies to promote best practices in safety, environmental protection and quality, thereby strengthening their project delivery plans. These non-contractual partnerships with contractors support our vision of being a responsible and sustainable business.

We also extend our climate commitment to the impacts associated with our supply chain, including emissions from procured equipment, operational waste, and the embodied carbon of railway development projects. Establishing a Scope 3 science-based target has enabled deeper collaboration with suppliers and other value chain partners, helping to identify reduction opportunities and amplify positive environmental outcomes across the broader ecosystem of the Corporation’s businesses.

Collaboration with Schools and Universities

We support youth development through collaboration with universities and youth organisations. These include:

• Corporation Scholarship Scheme for Children of Employees;
• School talk programme, career talks, visits and mentoring schemes for secondary school and university students; and
• Summer internship opportunities for young people with diverse backgrounds including those with disabilities and special educational needs.

In 2023, we launched the revamped "‘Train’ for Life’s Journeys 2.0" youth programme, aimed at equipping secondary school students with essential future skills and innovative capacity including design thinking, entrepreneurship, financial literacy and AI application through a series of e-courses and workshops. It also features a "Social Innovation Challenge" competition, encouraging students to apply their knowledge to develop innovative solutions addressing social inclusion issues, with support from our ESG Project Allies.

Supports to Startups and Technology Ecosystem

Innovation and technology are key to realising our vision and driving new growth opportunities. To foster a vibrant innovation ecosystem, we actively collaborate with both internal and external stakeholders.

Our Innovation and Technology Executive Management Committee (I&T EMC) is responsible for overseeing strategic I&T initiatives and allocating funding to pilot new technologies and innovative projects. This ensures that investments in I&T programs and infrastructure across the Corporation align with our strategic priorities. Since 2021, we have allocated dedicated funding to support eligible innovative projects. We partner with stakeholders not only in Hong Kong but also in the Chinese Mainland and overseas, aiming to advance innovative solutions and railway-specific technologies.

We actively support startups by forming strategic partnerships with key organisations like Hong Kong Science Park and Cyberport. Through initiatives such as business matching and participation in various activities, these collaborations help strengthen the local startup ecosystem, drive innovation, and create valuable synergies that align with our overall innovation strategy.

MTR Academy

The MTR Academy (the "MTRA") was established in 2016 as a global education and research hub to enhance the knowledge and career development of railway management and engineering professionals and support the long-term growth of the industry. It aims to build a talent pool in railway industry and act as a global training and research hub for railway management and operations. Its tailor-made curriculum nurtures future railway professionals and industry leaders, equipping them with leading capabilities and best practices worldwide. Our strategic role in cultivating talent will contribute to the advancement of service and operational excellence of the railway industry in Hong Kong and beyond.

Since 2023, the Academy has proudly operated the MTR Research Funding ("MRF") Scheme, offering up to HK$1.5 million for each project. The MRF is designed to support innovative, forward-looking research projects at universities, with a focus on shaping the future of mass public transport systems. The scheme provides financial support for research initiatives that aim to deliver substantial, long-term advancements in technology, improve service quality, and enhance the overall performance of railway transport systems.