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Caring for Employees

By advocating proactivity, diversity, and openness, we are building a talent management system that promotes collaboration and shared success between Huawei and people who help us thrive. We face a more dynamic business environment today than ever before, and internal demands are growing in complexity. We need to open up the organization to outside talent, and explore ways to unite the world's most outstanding minds under a common purpose. We need to absorb the energy of the universe over a cup of coffee, and serve as the glue that unites the best minds in the world. Internally, we fast-track the promotions of strong performers and give them more growth opportunities. We also adopt different approaches for different groups of talent within the company, forming an integrated structure of commanders, experts, and professionals, each with their own unique purview. This will encourage our top performers to maximize contribution in their prime, in the roles that suit them most, and receive the greatest possible rewards in return.

Workforce Diversification

As of December 31, 2017, Huawei employed approximately 180,000 staff in various business segments worldwide. In total, 45% of our employees – approximately 80,000 people – were involved in R&D.

Our employees come from 161 countries and regions. In China alone, our employees are from 38 ethnic groups. We have launched many diversity initiatives geared toward nationality, gender, age, race, and religion. We emphasize gender equality in employment and prohibit gender bias in strict compliance with all applicable international conventions as well as local laws and regulations. The ratio of our female employees has remained stable over the past several years. We also prioritize the selection of female managers and help them advance their career. In 2017, women made up 7.32% of our management team.

As a global company, we actively recruit staff from all over the world to boost workforce localization. Hiring local employees enables us to better understand the unique culture of each country and region where we operate, while promoting local employment and economic growth. In 2017, Huawei employed more than 35,000 staff in countries outside China, with a localization rate of about 70%*.

*Localization rate = Total number of employees hired overseas/Total number of employees working overseas x 100%

Growing Together with Our Employees

Huawei maintains an open and inclusive approach as we welcome outstanding talent from all domains. We believe that growing human capital is more important than growing financial capital. Therefore, we adopt a proactive, diverse, and open approach to talent. We consider talent to be a critical element that contributes to our company's long-term success and the driving force behind Huawei's long-term development. We are building an open talent mix to ensure that our talent grow together with the company for shared success.

We encourage fast-track promotions of outstanding employees. In 2017, we faced a more dynamic business environment than ever before and internal demands grew in complexity. We fast-tracked the promotions of 4,500 top-performing employees and gave them more growth opportunities. In 2018, we will aim to bring that number up to 6,000. Responsibilities and results, rather than seniority, are the basis of our fast-track promotions. We take a practical approach, promoting people based on the scope of their responsibilities and the outcomes they produce. We will help improve their competency and qualifications. We will also adopt different approaches for different groups of talent within the company, and cultivate a fertile environment where everyone can leverage their strengths, maximize contribution in the roles that suit them most, and receive the greatest possible rewards in return.

Practice makes perfect. To help employees grow their careers more rapidly, in 2017 Huawei built two practice bases in China – one in Guangdong and another in Guizhou. In these bases, employees learn how things work in the field, how we create value for customers, what services and solutions Huawei has, and what our culture of customer-centricity is all about. By immersing themselves in work at these practice bases, employees are better able to create value for customers and rapidly foster their skills.

Huawei's Songshan Lake practice base in Dongguan, Guangdong, China

iLearningX – Our Next-generation Learning Platform

We have developed and run the next-generation learning platform – iLearningX – on the Huawei Cloud and big data platforms, and adopted new approaches to training that combine desktop and mobile platforms. The iLearningX platform has been developed based on experience from advanced online learning platforms and offers powerful functionality for learning and improvement. Our aim is to deliver better digital learning experiences to our employees.

During the development and operations of the iLearningX platform, our team made full use of the Huawei Cloud and the company's IT infrastructure to meet business needs from the front line. We adopted a digital mindset when developing products and services. In terms of learning methods, we have used Massive Open Online Courses (MOOCs) and Small Private Online Courses (SPOCs) to deliver a large number of high-quality training and practice sessions. In 2017, the iLearningX platform played a significant role in the training and practice of the Strategic Reserve. A total of 380 MOOC and SPOC classes were run on the platform, covering 13 domain tracks, 7 elite teams, and more than 300 courses across 48 learning curriculums. Last year, 34,000 people participated in courses through the platform, with an average of 109 minutes of learning per person.

Compensation and Benefits

Huawei has a highly competitive compensation system. We regularly survey compensation data, and adjust employee compensation based on survey results, corporate performance, and individual performance when needed. There is no gender bias in our compensation standards. We employ a "Contribute and Share" bonus distribution system, which links employee bonuses to corporate, departmental, and individual performance. In line with our corporate compensation policy, we review the bonus distribution plan each year and revise it as necessary. In 2017, we continued implementing the Time-based Unit Plan (TUP) worldwide, granting time-based units to employees so they can share in the benefits of Huawei's growth.

Investment in global employee benefits from 2013 to 2017 (CNY1 billion)

We have implemented an effective employee benefits system, which acts as an umbrella to protect our employees. Employee benefits include three parts: social insurance, commercial insurance, and medical assistance. Apart from mandatory insurance plans, we offer every employee global accident insurance, critical illness insurance, life insurance, medical insurance, and business travel insurance, as well as other forms of commercial insurance. We have also implemented medical assistance mechanisms to protect our employees under special circumstances. With these three types of employee benefits, we are able to offer sufficient benefits to protect employees from trouble and difficulty.

Our 2017 investment in global employee benefits exceeded CNY12.64 (US$1.87 billion), an increase of 12% year-on-year.

Natural disasters, critical illnesses, and deteriorating safety situations in certain regions could have considerable implications for employee health and safety. Huawei regards employee safety as a top priority, at all times and under all circumstances. We convey this principle to our employees, and collaborate with international insurance companies and emergency rescue institutions to offer 24/7 employee healthcare services all over the world.

Creating a Favorable Workplace

As a global company with a presence in over 170 countries and regions, Huawei has built a global value chain with the best resources from around the world. In every country and region, we operate in compliance with local laws and regulations, and share value with our global partners and customers. When executing corporate human resource policies, as well as developing and implementing local regulations, we always keep in mind local laws, regulations, and industry standards. We also give special consideration to local customs and conventions.

We place significant emphasis on the management and development of local hires. In addition to boosting the operating efficiency of our local offices, we support local communities by creating jobs and paying taxes. Through smooth communication, we enhance mutual understanding between Huawei and local governments, the media, and other external stakeholders. Our goal is to become an innovative enabler of the information society and a collaborative industry contributor.

When it comes to employee recruitment, promotion, and compensation, we never discriminate against our employees on the basis of race, gender, nationality, age, pregnancy, or disability. We prohibit the use of forced, bonded, or indentured labor. We have detailed, equitable regulations covering each major phase of an employee's relationship with the company, including recruitment, employment, and exit. No incidents of forced labor have taken place over the course of Huawei's history.

We prohibit the use of child labor, and have effective polices and preventative measures in place to prevent the recruitment and use of child labor. We also require the same of our suppliers and conduct regular audits to ensure their compliance.

We respect the legal rights of our employees with regard to freedom of association and collective bargaining. We never prevent employees from participating in the lawful activities of registered labor unions as long as participation is voluntary and is not in violation of local laws. We never harass, discriminate, coerce, or retaliate against these employees.

Our Employee Relationship Department has created communication channels to collect and understand employees' opinions and suggestions. Employees can file complaints through channels like complaint hotline of the Committee of Ethics and Compliance (CEC) and HR services complaint and suggestion hotline.

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