Caring for Employees
Outstanding, dedicated employees are the mainstay of Huawei's sustainable development approach and the key to sustaining its competitive edge and leadership position. Huawei takes a positive, diverse, and open approach to talent management. Our talent management system is built on shared success between the company and its employees. Employees' professional development has always been one of our major considerations, and this includes our ongoing commitment to inspire all employees to develop the expertise that their jobs require. We also open up multiple channels to help our employees realize their personal value.
The importance of a diverse workforce should never be underestimated. At Huawei, we are serious about developing local teams in the hopes of turning them into a leading force for local business development. We put people in positions that play to their strengths, regardless of their seniority. To expand our talent pipeline, we continuously identify high performers with hands-on experience and give them more growth opportunities. In addition, our fast-track promotion mechanism for high performers inspires everyone to unleash their creativity and invigorate the organization.
Huawei operates in more than 170 countries and regions. Outside of China, we aim to hire local professionals and work to build a diversified workforce. All employees at Huawei, regardless of their gender, race, ethnicity, or religious beliefs, are offered equal opportunities to work, learn, and develop. As of December 31, 2019, Huawei had approximately 194,000 employees worldwide, 49% of whom (about 96,000 employees) work in R&D. Our employees come from 157 countries and regions. Among our Chinese employees, 43 different ethnic groups are represented.
We are committed to creating a harmonious, inclusive, and efficient workplace, so that every employee at the company has sufficient room to grow and maximize their potential.
As a global company, we 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 in which we operate, while promoting local employment and economic growth. In 2019, Huawei employed over 37,000 people in countries outside of China, with an average localization rate of 67%*.
*Overseas workforce localization rate = Number of local hires / Total number of employees in an overseas office x 100%
Employee Training and Development
We greatly value employee capability and career development, and offer abundant opportunities and differentiated career paths to support employee growth and development.
In 2019, Huawei offered over 36,000 offline courses to more than 120,000 employees, with total attendance exceeding 300,000. In 2019, our offline courses were taken by 48% of our total workforce, and these employees spent over 30 hours in training sessions on average.
Huawei has also established an online iLearning platform, through which employees can receive online training anytime, anywhere. This platform keeps them abreast of the latest practical skills needed for their work and professional development. The iLearning platform offers numerous high-quality training courses. Its interactive model makes training both efficient and engaging. Training on this platform takes many different forms, including live-streaming courses, micro courses, and small private online courses. By the end of 2019, 139 course series and 16,322 learning resources were available to employees.
In 2019, Huawei's iLearning platform recorded an annual attendance of 9.047 million, and more than 53,819 training certificates for massive open online courses (MOOCs) were awarded.
Huawei's online learning resources
Huawei brings in top minds by providing world-class projects that promise to broaden their global vision. Fostering local teams is a priority for us. In addition, we create an open, inclusive climate that encourages experimentation and values expertise, so that everyone has more room to apply ingenuity.
STORY-Creating a Broad Development Platform for Diversified Local Workforces
As a global company, Huawei is able to use its global value chain to smoothly transfer capabilities around the world and maximize value. We take a positive, diverse, and open approach to managing our human resources and we are committed to developing talent in local communities. In 2019, we created a large number of jobs in local communities and more than 4,000 of our new hires were made locally, contributing to local economic development.
To help employees grow and realize their value, we offer them ample and equal opportunities for training and promotion. We assign mentors to local employees and provide them with systematic training, including more than 4,000 online courses in multiple languages that are available on a variety of platforms including Huawei's own iLearning platform. Our training also includes new employee orientation, specialized training for non-Chinese managers, and training for senior technical experts, helping improve employees' technical skills, expertise, and management capabilities. Huawei's training sessions for local employees have an annual attendance of over 38,000.
Localization is a key focus in Huawei's global operations. We prefer to hire local professionals. We attract talented people from around the world, and provide them with a platform where they can fully realize their value. We also develop tailored models for different groups of employees to maximize their value.
Training employees worldwide
STORY-The Strategic Reserve: Upskilling Employees and Promoting Orderly Mobility
The Strategic Reserve lets Huawei rapidly develop its strategic capabilities, optimize its workforce in line with strategies and business changes, and reserve human resources to respond to business fluctuations. The Strategic Reserve boosts morale among participants and helps them develop – through involvement in real-world projects – the skills and capabilities needed by requesting departments. The mechanism supports organizational restructuring, business adjustment, skill upgrades, and workforce optimization. It is instrumental to staff mobility across the company.
The Strategic Reserve is also an important part of Huawei's commitment to corporate social responsibility. When representative offices roll out pilot transformation programs aimed at increasing efficiency and cut out unnecessary positions, the Strategic Reserve absorbs those employees so that they can refine their skills and train in new areas. This gives them the capabilities they need to work elsewhere within the company. This mechanism within the Strategic Reserve helps Huawei avoid massive layoffs and increase job security for its employees. During an interview with The Wall Street Journal on November 5, 2019, Huawei CEO Ren Zhengfei said, "The Strategic Reserve is a buffer for employees who will no longer be needed in their current positions. They won't be laid off. Instead, they'll be given training and take exams within our Strategic Reserve. After they become qualified for new responsibilities, they will have the chance to take up new positions and work on new projects. In this way, we want to ensure stable transformation and transition in the company, and avoid excessive layoffs."
Since its founding in 2014, the Strategic Reserve has established a dozen elite teams for all business domains in various business scenarios (e.g., 5G and Big Transportation). In 2019 alone, more than 2,000 employees participated in Strategic Reserve training and practice sessions, significantly improving their professional skills and developing the capabilities required for their jobs.
A training course from the Strategic Reserve
Huawei attracts top minds by offering clear career paths, a strong platform, and competitive compensation. After new employees come on board, we help them fit into their teams and explore how they can best contribute. The company values dedication and gives everyone the chance to make the most of their own talents and create value. The company also offers monetary and non-monetary incentives to increase employee morale.
Health and Safety
Huawei has a robust employee health and safety management system. In 2019, the company established an integrated healthcare platform by pooling internal and external resources. This platform not only responds to medical emergencies, but provides easy access to various healthcare resources and services. On top of that, the platform is connected to leading, certified healthcare providers in local countries and regions in which Huawei operates, especially in hardship regions where medical resources are scarce. With this platform, our employees can more easily access medical care and enjoy a better healthcare experience.
As safety risks continue to escalate worldwide, Huawei has ramped up safety protection in regions with a high level of risk, strengthened its proactive risk monitoring and alerting system, and provided field offices with guidance on how to handle external crises such as terrorist attacks, political unrest, and natural disasters. These initiatives are essential to Huawei's business continuity and employee safety.
We provide sufficient benefits to ensure that our employees are comprehensively protected. In addition to mandatory insurance plans required by law, we offer all employees commercial insurance (for example, accident insurance, critical illness insurance, life insurance, and business travel insurance), as well as a medical assistance program in special circumstances. In 2019 alone, Huawei invested more than CNY13.9 billion in employee benefits.
Investment in global employee benefits from 2015 to 2019 (CNY billion)
We run facilities like gyms, cafes, and lactation rooms on our campuses. We aim to create a comfortable and healthy workplace that provides high-quality services that meet the diverse needs of our employees.
Employee Wellness Programs
By creating a positive workforce, Huawei believes its employees can enjoy both work and life. To this end, we foster an efficient, relaxed, and caring working environment, which gives employees a strong sense of happiness and inspires them to find a good work-life balance.
In 2019, we continued to carry out different types of team building activities around the world, such as the Race Against Time, We Are Family, 3+1 Health Week, and Running for Love initiatives. These initiatives have encouraged managers at all levels to care for employees, while inspiring our employees to care for others, stay optimistic, and spread positive energy to create a better workplace.
Creating a Healthy Workplace
In 2019, Huawei further upgraded its on-campus health and safety facilities. We also commissioned healthcare experts from specialized medical institutions to provide services to employees, including health management (e.g., health consultation and illness tracking and intervention), emergency handling (e.g., pre-hospital emergency care and first-aid training and drills), and healthcare services (e.g., health knowledge sharing and exercises). In the same year, Huawei also refined its medical emergency response mechanism.
By the end of 2019, Huawei had opened 16 healthcare centers and more than 30 healthcare service stations on its campuses across China, and put in place nearly 500 sets of automated external defibrillators and first-aid kits. The company trained more than 10,000 emergency response team (ERT) members from amongst both in-house staff and security service providers. These ERT members can rapidly deliver emergency services to over 120,000 employees on the Chinese mainland. Huawei's multifaceted approach to healthcare has created a safe workplace for all employees.
Employee healthcare center
Healthcare for Employees Outside China
Natural disasters, epidemic outbreaks, and regional social conflicts pose serious challenges to employee health and safety. Huawei is deeply concerned with the health of its employees, especially those working in challenging regions, and has invested heavily to keep every employee safe and sound.
In 2019, Huawei dispatched many senior medical experts from leading Chinese medical institutions to check on employees in 22 challenging countries in Latin America, Southeast Asia, the Middle East, and Africa. These experts studied the medical needs of nearly 200 employees, visited about 60 local medical institutions, organized over 50 training sessions on health and insurance, and provided face-to-face medical consulting to more than 120 employees and their families. Based on the evaluations on local hospitals conducted by the experts, Huawei identified and forged partnerships with leading local hospitals to make more types of medical resources easily available to employees working in those countries.
In April 2019, two Huawei employees were seriously injured in a road accident during a business trip in Latin America. The company responded promptly and reached out to an international rescue institution. Given the severity of the injuries, a medical aircraft was chartered to bring the employees back to China for treatment. This is one of the many examples that has demonstrated Huawei's commitment to protecting its employees.
An injured employee on his way back to China for treatment
Health and Safety Management Systems
Throughout its operations, Huawei always puts health and safety first. We are working to build our occupational health and safety management system worldwide. So far, 60 Huawei representative offices (representing about 79 countries) outside of China have been OHSAS 18001 and ISO 45001 certified, accounting for 83.33% of the total. Our security practices cover everything from the security management system to manufacturing safety and R&D safety. We do everything within our power to ensure the health and safety of Huawei employees, subcontractors, and other stakeholders.
In 2019, we furthered our intrinsic safety efforts, working with safety consultants to enhance safety standardization, precision, digitization, and automation management. We applied intrinsic safety techniques during field management of manufacturing, and gradually extended them to cover R&D, suppliers, and EMS providers. We aim to provide a comprehensive assurance mechanism that protects employees' health and safety. In 2019, no major incidents were recorded in relation to our manufacturing safety.
- Intrinsic safety: Ensured intrinsic safety throughout the entire product lifecycle. Standardized the safety control baselines and deeply integrated them into product design, manufacturing processes, automated equipment development, equipment purchase, and precision manufacturing. Extended intrinsic safety management to cover suppliers and EMS providers, transforming safety management from a resource-consuming activity into a value-added activity.
- Digital safety management: Shifted to a new safety management approach that supports proactive prevention and early warnings. Digitized occupational health management, managing all high-risk scenarios through digital means. Managed safety maps by production line and sources of onsite safety risks by hierarchy.
- Key safety capabilities: Improved technical specifications relating to the safety of new product domains and established an electricity safety lab. Developed techniques and operation control standards for manufacturing-related wastewater treatment, monitored the state of lithium-ion batteries, and gradually introduced and verified phase change materials for lithium-ion batteries.
- Safety precision management: Learned best practices from safety consulting firms, and introduced autonomous management and Felt Leadership. Obtained certifications for national green factories, clean manufacturing, and safe manufacturing.
- Developing safety leadership and a safety culture: Continued implementing a safe manufacturing ownership mechanism and improving employees' safety awareness through activities such as Safe Manufacturing Month, Felt Leadership, sharing industry best practices, and online training on safety skills and awareness.
Production safety speech contest
STORY-Safety Management at R&D Labs
As Huawei continues to advance rapidly in basic research, its R&D labs have to perform an ever-growing array of tasks in different scenarios. The labs' equipment, techniques, and R&D work are complicated and constantly evolving, which creates new challenges in terms of managing EHS compliance in the R&D domain.
Huawei's EHS policy prioritizes employee safety and care, in addition to environmental protection. In 2019, the company continued to optimize its EHS management strategy for R&D labs and upgraded the labs' digital capabilities. These efforts resulted in a new EHS management maturity model, intelligent EHS patrolling, and digital EHS risk map. The company also redoubled efforts to enhance EHS leadership and culture through various initiatives, such as manager involvement in EHS, training on EHS, and an EHS awareness campaign targeting all employees. As a result, all R&D labs achieved their goal of "zero EHS incidents" again in 2019.
Creating a Favorable Workplace
A favorable workplace that fosters healthy employee relations is the foundation for a business to grow sustainably. Huawei has a presence in over 170 countries and regions, and we comply with applicable laws, regulations, and industry standards and respect local customs and conventions when we execute HR policies or develop and implement local business regulations. For example, Huawei has opened prayer rooms on its campuses in a move to meet the needs of employees of various faiths.
Our Employee Care Policy stipulates corporate principles and requirements for employee care, and our local subsidiaries have tailored and released relevant policies in accordance with local laws and regulations. The company has also put in place effective processes, systems, and baselines to create an open, inclusive workplace that encourages mutual respect and diversity.
When it comes to employee recruitment, promotions, and compensation, we never discriminate against anyone on the basis of race, religion, gender, sexual orientation, nationality, age, pregnancy, or disability. We prohibit the use of forced, bonded, or indentured labor, and we have detailed, equitable regulations that cover each major phase of an employee's relationship with the company, including recruitment, employment, and exit. No incidents of forced labor have ever taken place in Huawei's history.
We prohibit the use of child labor, and have effective policies and 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 regarding 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 does not violate local laws.
Huawei has multiple effective mechanisms for employee communication. For example, we gather and understand employees' opinions and suggestions through the Manager Feedback Program (MFP), the organizational climate survey, and department-specific HR business partners (HRBPs). Employees can file complaints through channels such as the complaint hotline of the Committee of Ethics and Compliance (CEC) and the HR complaint and suggestion hotline.