Caring for Employees
Employees are our most valuable asset. They are the mainstay of Huawei's sustainable development. It is the hard work of our employees that has made Huawei what it is today. Huawei has become a global company that operates in more than 170 countries and regions, with more than 190,000 employees worldwide. We care for our employees and put their safety first. During the COVID-19 pandemic, we have taken a number of steps to ensure our employees' health and safety. We are working to create a warm, relaxed, and efficient workplace.
Employee professional development remains one of our priorities, and this includes our commitment to training employees through job rotations and offering them a choice of career paths. We encourage employees to keep an open mind and to broaden their perspectives, so that they can proactively manage the uncertainties that lie ahead while pursuing excellence with a spirit of craftsmanship. We value diversity and inclusion, and want to bring together bright minds from across the globe. We are working to make Huawei an attractive space where outstanding people can create and share value together.
Employee Health and Safety
Huawei always puts employee health and safety first. We do our best to ensure the health and safety of Huawei employees, subcontractors, and other partners. In 2020, our safety efforts covered the safety management system and safety practices in business domains like manufacturing and deliveries.
Health and safety action overview:
- Safety management system: Started applying for the ISO 45001 certification – an upgraded EHS management system – for Huawei subsidiaries worldwide.
- Manufacturing: Organized five Safety Awareness Month activities, covering mechanical safety, electrical safety, fire safety, vehicle safety, and comprehensive safety.
- R&D labs: Provided basic training on EHS for more than 33,000 employees in our R&D labs, and had them sign the EHS commitment letter.
- Logistics and administration: Completed EHS assessment on nine large campuses, covering 10 million square meters.
- Deliveries: Used AI to improve delivery safety in 1,167 projects in more than 100 countries.
Huawei manufacturing safety awareness month in July 2020
Huawei has a robust employee health and safety management system. Our comprehensive employee insurance and health support mean that employees are designed to give our employees worldwide strong support. Employee insurance includes social insurance, commercial insurance, and medical assistance, while health support covers health checks, health centers and consultations, global medical emergency services, and lifestyle guidance. In 2020, we invested CNY11.89 billion in employee benefits.
invested in employee benefits
In China, we continued to improve health and safety on our campuses. In particular, we established 17 health centers, 30 health service stations, and provided more than 600 automated external defibrillators (AEDs) and first aid kits. We also trained more than 10,000 employees and emergency response team (ERT) members in an effort to build a healthy work environment. To improve our overseas offices' ability to manage employee health and safety, we established three regional safety centers and a remote medical system that provides 24/7 medical consultation and assistance services for Chinese staff overseas. We also vetted and recommended more than 180 certified medical service providers to our overseas offices, and our staff recorded 99% satisfaction ratings with their medical services.
Spending on employee benefits (2016 to 2020)1
STORY-Ensuring Employee Health and Safety During the COVID-19 Pandemic
Huawei employees receiving COVID-19 tests
COVID-19 posed a serious threat to people's physical and mental health. To ensure the health and safety of our employees, Huawei took swift action after the outbreak of COVID-19. We developed solutions for our subsidiaries in the countries and regions hit hardest by the pandemic. Our efforts included:
- Set up a dedicated team and developed preventive measures for day-to-day activities.
- Quickly reserved sufficient supplies of protective equipment and shipped more than 620 batches of supplies to Huawei subsidiaries in over 120 countries and regions.
- Gave medical insurance for COVID-19 to family members accompanying our expatriate employees; increased the sum insured for employees affected by work-related or infectious diseases, and introduced more health insurance suppliers to ensure high quality employee insurance services.
- Developed a comprehensive treatment program to handle COVID-19 cases 24/7 that includes local medical resources, online platforms, and support from Chinese experts.
batches of supplies shipped to Huawei subsidiaries in 120+ countries and regions
staff members from 130+ countries and regions attended lectures on preventive health measures
To minimize the fear caused by the pandemic, we coordinated internal and external resources and organized more than 30 lectures on preventive health measures. More than 100,000 staff members from over 130 countries and regions attended these lectures. We also provided counseling for over 3,500 employees who suffered from COVID-19-related anxiety.
Huawei has long been an advocate for a healthy work-life balance. In 2020, we made extensive efforts to fight the COVID-19 pandemic. At the same time, we overcame many difficulties to improve the working and living conditions of employees outside China, and organized many team building activities. Our aim was to foster an efficient and relaxed environment where employees can enjoy great dining, accommodation, and entertainment services. This can give our staff a strong sense of belonging and happiness.
A bite of Huawei
Dining at Huawei
Huawei sets up canteens on its campuses all over the world. More than 140 Huawei canteens kept serving employees throughout the COVID-19 pandemic. Many local offices faced a lack of supplies as shopping malls and supermarkets were closed, but our chefs worked with what was available to keep hot meals on people's plates. They organized teaching activities and events like "having hotpot in the cloud" to keep up morale and make sure the team and their families were taken care of. To us, pots and plates are an integral part of well-being and productivity.
Better working and living conditions for Huawei employees
Accommodation at Huawei
It is company policy to provide high-quality living and working environments for our employees around the world, no matter whether we make profits or not. COVID-19 forced the world to hit the pause button. However, it did not stop Huawei from improving the working and living conditions of our employees. In 2020, more Huawei employees moved to beautiful, safe, and comfortable apartment complexes with gardens. Some moved to sea-view dormitories equipped with gyms and karaoke rooms. These efforts have given our staff a stronger sense of safety and happiness.
Some of the leisure activities enjoyed at Huawei
Entertainment at Huawei
Huawei employees have set up more than 30 employee clubs to enrich their leisure time. These include a music club, dance club, reading club, calligraphy and painting club, and gym club. Despite the pandemic, various clubs and departments still managed to organize many leisure activities in 2020, allowing our employees to enjoy their spare time.
Employee Training and Development
We greatly value the development of our employees' capabilities and careers, and provide them all with sufficient training and equal promotion opportunities. We have various training programs, such as the Strategic Reserve, First-Line Manager Development Program (FLDP), and New Employee Orientation (NEO), to reskill and upskill employees. We run an internal talent market that allows employees to move around the company and make the most of their expertise. Mentors are assigned to help local employees adapt to their new jobs and our corporate culture as quickly as possible, so that they can contribute to our growth in local markets.
Average time Huawei employees spent in training sessions
training certificates awarded for MOOCs
In 2020, we offered about 11,000 face-to-face training courses that were taken by more than 128,000 employees, including more than 14,000 local employees. More than 200,000 people2 , including 20,000 local hires, took our online courses. More than 50,000 training certificates for massive open online courses (MOOCs) were awarded. Employees across the company spent an average of 36 hours in training sessions this year, and local hires spent an average of 51 hours in training sessions.
After the outbreak of COVID-19, we invested more in online training for employees. Training on our online iLearning platform takes many different forms, including micro courses, MOOCs, small private online courses, and live-streaming courses. We provided prompt, high-quality online orientation training for more than 3,400 new employees overseas. These efforts have helped improve the expertise of our local hires outside China and allowed them to quickly adapt to the company's culture.
Huawei employees at a training session
We offer clear career development opportunities, with two distinct career paths for our employees to follow: the technical expert path and the manager path. If an employee wants to be an expert, they can follow a ladder that goes from senior professional to expert and then to leader of a technical field. If an employee is looking to become a manager, they can start as a first-line manager, then move on to project leader or functional leader, and finally a business leader. These two paths can also overlap, depending on the company's business needs and the employee's career plan. Whichever path an employee takes, expert or manager, they can contribute their unique value and become an integral part of the company. To help employees improve their professional skills, Huawei has implemented a competency & qualification (C&Q) system. Huawei has 19 C&Q families and 527 sub-categories, and about 180,000 people currently have a valid C&Q level.
STORY-Assigning the Brightest Minds to Develop Even Brighter Ones
Huawei has an effective system for employee training and development. Our NEO program helps new hires understand and integrate into the company. Our manager development programs help first-line managers, project managers, and other managers hone their skills and maximize their value. For our senior managers, we have launched the Senior Management Seminar, which helps them broaden their horizons and better understand company strategies. Our Strategic Reserve involves different lines of business across the company. Combining training and hands-on practice, the Strategic Reserve helps participants take what they have learned and apply it in real-world projects to improve their skills.
trainers presented with a gold medal award
We believe that the brightest minds can develop even brighter ones. That's why trainers at Huawei are all outstanding managers and experts from different business domains. Presidents at all levels also talk with employees face to face and answer their questions during the Strategic Reserve training, meetings with new employees, and senior management training. Between 2013 and 2020, we selected more than 14,000 trainers, including 2,000 local trainers. More than 670 trainers, including 80 local trainers, were presented with a gold medal award. We pay trainers for their training, which is a recognition of their contribution to developing a highly skilled workforce at Huawei.
Huawei Carrier Business HR Director meets mentors for new employees
Diverse and Inclusive Workforce
As a global company, Huawei has employees from 162 countries and regions. Among our Chinese employees, 49 different ethnic groups are represented. Outside of China, we aim to hire local professionals and work to build a diversified workforce. As of December 31, 2020, Huawei had approximately 197,000 employees worldwide, 53.4% of whom (about 105,000 employees) work in R&D. In 2020, we made more than 3,400 local hires in our offices outside China, and local hires made up 69% of our overseas workforce. This is one of the ways we create jobs and economic opportunities for local communities.
Level of education
Overseas workforce localization rate3 (2016–2020)
Huawei values diversity in the workplace and is committed to creating an inclusive workplace where all employees enjoy equal opportunities. We respect the lifestyles of all of our employees and encourage our departments and local subsidiaries to engage with their staff in the most appropriate way. We do not interfere with rights of minority groups to practice their beliefs and customs; instead, we create an environment that makes it easier for them to do so.
For example, Huawei has opened prayer rooms on its campuses in a move to meet the needs of employees of various faiths. We also run facilities like gyms, libraries, cafes, and lactation rooms on our campuses, as part of our efforts to provide services that meet the diverse needs of our employees.
Facilities on Huawei campuses that meet employees' diverse needs
When it comes to employee recruitment, compensation, and promotions, we do not discriminate against anyone based on factors like race, nationality, descent, religion, disability, gender, sexual orientation, marital status, and age. We prohibit the use of child labor or any other forms of forced or involuntary labor, and we have effective policies and measures in place to prevent the use of child labor and forced labor, covering each major phase of an employee's relationship with the company, including recruitment, employment, and exit. We also require the same of our suppliers, and conduct regular audits to ensure their compliance. No incidents of child labor or forced labor have ever taken place in Huawei's history.
We offer a supportive workplace and maintain effective mechanisms to ensure that our employees' voices are heard. We are working to establish positive relationships with our employees. For example, we gather our employees' opinions and suggestions through the Manager Feedback Program (MFP), the organizational climate survey, self-reflection sessions, the manager open day program, and more. Employees can file complaints and seek assistance through channels such as the complaint hotline of the Committee of Ethics and Compliance (CEC) and the internal service hotline.
STORY-Building Bridges for Cross-cultural Communication
Huawei cross-cultural awareness training
Globalization demands the integration of diverse cultures. Huawei attaches great importance to global and diversified operations. We have launched multiple training courses, such as Diversity Management, Adaptation for International Assignments, and Cross-cultural Awareness, in an effort to facilitate communication between Chinese and local employees, enhance the cross-cultural awareness of managers and employees, and build a diverse team with mutual trust. Chinese expatriates must study these courses and pass related exams, while new hires outside China must complete these courses as part of their onboarding training. This can help both Chinese expatriates and local new hires adapt to a different culture and integrate into their teams.
In 2020, the company required all Chinese employees holding positions that target the global market to use English as their working language, and pass relevant certifications4. By the end of December 2020, more than 8,300 Chinese employees and more than 2,200 Chinese managers had obtained relevant English certifications. In the future, we will continue to create a supportive environment for learning and using English to better support localization and easy communication with customers.
Chinese employees and 2,200+ Chinese managers have obtained relevant English certifications
- Due to additional support provided as part of various governments' COVID-19 responses, our own spending on employee benefits declined slightly in 2020.
- Employees who left Huawei in 2020 were also counted.
- Overseas workforce localization rate = Total number of local hires / Total number of employees in overseas offices × 100%
- Anyone based in regions that speak languages other than Chinese and English (e.g., Spanish, Portuguese, French, Russian, and Japanese) can meet this requirement by obtaining certifications in the local language from a recognized institution.