Employee Diversity Goals

Employee Compensation Management

To ensure equal pay for equal work, the group regularly conducts comprehensive gender-based salary evaluations. We collect and compare average salary data between male and female employees at all levels, analyzing indicators such as the average gender pay gap, median gender pay gap, and bonuses to verify the fairness of career development opportunities and access to high-paying positions for both male and female employees.

Through regular monitor and evalution of employee compensation data, if a gender pay gap is identified, we will promptly initiate an investigation and implement targeted corrective measures. Additionally, the group continuously optimizes its internal promotion mechanisms to ensure that employee compensation levels are tied to individual capabilities and performance, creating equal career development opportunities for both male and female employees.

We firmly believe that establishing a fair and just compensation management system is a crucial foundation for the sustainable development of the enterprise and safeguarding the vital interests of employees. We will continue to improve relevant policies and systems to foster a more equitable and inclusive work environment for all employees.

Employee Satisfaction

The group conducts an annual Employee Satisfaction Survey, which focuses on job satisfaction, clarity of target at work, happiness at work, and stress at work. The results of the employee satisfaction survey for the company in 2022-2023 are as follows:

* Employee satisfaction survey data covers all headquarter (Beijing office) employees

Employee Training and Development

-Employee Training Performance

-Staff Development Programmes

Human Rights Commitments

-Statement of Commitment to Respect Human Rights in accordance with International Standards

The group has developed a Human Rights Policy that takes into account the United Nations Universal Declaration of Human Rights, the United Nations Global Compact, the United Nations Guiding Principles on Business and Human Rights, the International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work, the OECD Guidelines for Multinational Enterprises, the Code of Conduct of the Responsible Business Coalition and others. Supporting and complying with international labour and human rights norms and authoritative global standards. These policies cover all stakeholders in the company, including the company itself, its supply chain, its partners and joint ventures, and clearly state and explain the content of the company's human rights commitments and related management principles.

-Actual or Potential Human Rights Issues Covered in Due Diligence

  1. Human trafficking

We are committed to working towards the prevention of forced labour and human trafficking by consistently adopting relevant human rights safeguards to ensure that slavery and human trafficking do not occur in our supply chains or other parts of our business.

  2. Forced labour and child labour

New employees are required to provide actual and valid identity documents and proof of household registration insurance for inspection to prevent the recruitment of child labor. Once the use of child labor and forced labor is found, we will immediately stop the relevant illegal activities and deal with the involved persons in accordance with the relevant systems of the Group.

  3. Freedom of association

The company's human rights policy respects employees' freedom of association and is committed to providing channels and environments suitable for the free expression of opinions.

  4. The right to collective bargaining

The Company's human rights policy respects the right of employees to join or form a trade union without fear of harassment, intimidation or reprisal. The same applies to employees who choose not to join a union. When interacting with legally recognized unions, the group is committed to promoting constructive dialogue and good faith negotiations with representatives of employee groups.

  5. Equal pay for equal work

The Company's Human Rights Initiative works continuously to promote gender and racial equality, reduce bias and discrimination in all personnel and business policies and processes, and is committed to equal pay for equal work.

  6. Discrimination

We adhere to an equal and diverse employee management policy, and all employees should be treated with respect and should not be discriminated against in recruitment, compensation and promotion based on gender, age, religion, race, disability, illness, marital status or pregnancy.

Note: The above human rights due diligence process covers groups including company employees, women, children, local residents, and others.

Human Rights Mitigation and Remedies

-Procedures Implemented to Mitigate Human Rights Risks

Universal Medical endeavours to embed a human rights policy into the company's performance and procedures by: implementing a due diligence process to identify, prevent, mitigate and consider potential human rights impacts of our operations; seeking the assistance of third parties, such as lawyers, where appropriate, to assess compliance with our policies, systems, operational processes and to provide the necessary remedies where required; and being transparent with stakeholders about the processes and operational progress that are relevant to them.

-Types of Remedies Taken

The company's human rights remedies include policy adjustments, compensation, and penalties.

  1. Policy Adjustment

Regularly review and revise the sexual harassment prevention measures in each factory, as well as the related complaint penalties and whistle-blower protection measures.

  2. Compensation

Employees can reflect and resolve related issues through channels such as the employee complaint hotline and employee suggestion boxes;

①Employees can reflect and solve related problems through channels such as employee complaint hotlines and employee opinion mailboxes.

②Setting up medical clinics or arranging for doctors to be stationed there on a regular basis to provide services related to psychological counselling.

③Arranging for lectures and inviting experts to give speeches to publicize and answer questions related to employees' self-protection and protection of their rights.

  3. Punishment

According to the seriousness of the situation, the person or department responsible for the incident will be punished according to the relevant regulations of the Company.

Occupational Health and Safety

-Compliance with Relevant International Standards and Regulations on Occupational Health

The group strictly complied with ISO 45000, the Law on Production Safety of the People’s Republic of China, the Fire Protection Law of the People’s Republic of China, the Law on Prevention and Control of Occupational Disease of the People’s Republic of China, the Regulations on Worker’s Compensation Insurance and the Regulations on Public Health Emergencies, the Regulations on the Safety and Management of Hazardous Chemicals and other various national and international laws and regulations. At the same time, we have formulated internal management guidelines such as the Management Measures for Work Safety in Construction Projects and Management Measures (Inspection) for Infrastructure Equipment(Trial) to standardize the supervision and management of the Company’s safe production.

-Occupational Health and Safety Action Plan and Work-related Injury Accident Investigation and Handling

The group and each unit need to comprehensively revise and sign the Responsibility Letter for Safety, Environmental Protection and Quality Targets every year according to the actual situation, and make a summary report on safety production at the end of the year. Moreover, the headquarters of the Group will issue the key work arrangements for safety production in the next year to each unit to ensure that each operating unit clearly understands its position in the Group’s safety production system and its safety production responsibilities.

we have established the Measures for the Supervision and management of work safety, and the Overall Emergency Response Plan for EHS Accidents, which clearly defines the requirements and steps for the investigation of work-related accidents, and requires that each unit should organize at least one work safety inspection activity per month, investigate and manage potential production safety accidents, classify and report no production safety accidents, and that the chairman of the trade union should take part in the investigations of all types of work accidents of the Group companies, and represent the trade union to The chairman of the labour union participates in the investigation and handling of all kinds of work-related accidents of the Group, puts forward opinions on the handling of such accidents, and supervises and checks the implementation of accident prevention measures.

-Commitment to Continuous Improvement of OHS Management System Performance

The group continuously standardizes and refines its occupational health and safety management system and continuously monitors its occupational health and safety management system; it ensures that its employees are able to work in a healthy and safe environment by means of a comprehensive occupational health and safety management system; at the same time, in order to enhance the safety awareness and skills of its employees, the group is actively engaged in various safety trainings to reduce the risk of work-related injuries or hazards of occupational diseases, and to continually improve the Company's occupational health and safety system to enhance the performance of its occupational health and safety management.

-Quantitative targets for improving OHS performance indicators

Universal Medical Group sets applicable occupational health and safety performance objectives in accordance with the Company's occupational safety policy, with the overall objective of eliminating the occurrence of fatalities, serious injuries (including acute occupational poisoning) to three or more people at a time or direct economic losses of 1 million yuan or more in production safety accidents, and large and above environmental pollution incidents and acute occupational disease hazards.

Other related objectives include:

  1. 100% occupational health inspection rate of employees engaged in operations exposed to occupational disease hazards before, during and after leaving work;

  2. 100% wear and use rate of labour protective equipment;

  3. 100% Rectification Rate of Production Safety Hazards;

  4. 100% education and training rate for employee security;

  5. 100% certification compliance rate for special operation personnel, and 100% inspection and testing rate for special equipment;

  6. 100% insurance coverage rate for work-related injury insurance among employees;

  7. 100% compliance rate with the "Radiation Protection and Safety Requirements for Nuclear Medicine" (HJ 1188-2021) in the management of medical radioactive sources;

  8. Eliminate occurrences of being penalized by relevant authorities due to safety and environmental incidents. In the event of any such occurrence, ensure 100% timely and accurate reporting, without any delay, omission, or concealment;

At the beginning of each year, the group signs a Work Objective Responsibility Agreement for Safety, Environmental Protection, and Quality with all its subordinate units, clarifying the quantitative objectives of each unit in terms of occupational health and safety, which are signed and confirmed by the primary responsible persons of each unit. The company monitors the achievement and progress of its occupational health and safety goals through various means such as unannounced safety inspections, special campaigns, and the Group's information platform for work safety. At the end of the year, the company summarizes the completion status of these goals.