Welcome to Universal Medical
Employee Responsibility

Employee Diversity

Employee Segmentation - Gender


Proportion of female employees (%)

71.73

Employee Breakdown - Place of Work


Proportion of employees in Beijing office (%)

89.4

Proportion of employees in other offices (%)

10.6

*This statistic is as of the end of 2022

Collective Bargaining and Free Association

Covered by collective agreements

Proportions

Proportion of employees covered by collective bargaining agreements

100%

*This statistic is as of the end of 2022

Discrimination and Harassment

-Explicit statement of prohibition of harassment

The company clearly states to all employees that sexual harassment is a serious offence. In the "Management Measures for Punishment of Employees for Violations of Laws and Regulations" formulated by the Company, Chapter 2, Article 5 (32) clearly stipulates that "those who violate national laws and regulations, or who have committed acts such as fighting, brawling, stealing, swindling, gambling, visiting prostitutes, drug abuse, sexual harassment, illegal fund-raising, participation in cults and terrorist organisations, etc., and have been investigated for criminal responsibility or subject to administrative punishment according to law" are considered "serious violations". "Serious violations".

-Zero tolerance policy on discrimination

We have formulated internal regulations such as the Administrative Measures for Employee Recruitment, the Administrative Measures for the Introduction of Senior and Mid-level Talents (《中高級人才引進管理辦法》) and the Administrative Measures for Labor Contract for the effective management of anti-discrimination matters for employees.

-Procedures for dealing with emergencies

The company makes it clear to all employees what to do in the event of sexual harassment:

Chapter 2, Article 5 (32) of the Administrative Measures for the Punishment of Employee Violations clearly states that sexual harassment is a "serious violation"; and Chapter 3, Article 7 (2) clearly states that "in the event of a serious violation, the labour contract shall be terminated". 

The company has formulated and promulgated independent management methods and incident handling procedures for sexual harassment, and has also established special channels for reporting the problem, such as a special reporting telephone number and a reporting mailbox. In addition, clear accountability norms have been implemented to ensure the privacy and personal safety of reporting persons.

Human Rights Commitments

-Statement of commitment to respect human rights in accordance with international standards

The company 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.

-Committed human rights acts

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 Company 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 in all personnel and business policies and processes, and is committed to equal pay for equal work.

6. Discriminate against

We pursue an equal and diverse employee management policies, 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.

-Scope of commitments

The above human rights commitments apply to the requirements for its own operations (employees, direct activities, products or services).

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 whistleblower protection measures.

2. Compensation: (1) Employees can reflect and solve related problems through channels such as employee complaint hotlines and employee opinion mailboxes (2) Setting up medical clinics or arranging for doctors to be stationed there on a regular basis to provide services related to psychological counselling (3) Arranging for lectures and inviting experts to give speeches to publicise 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.

Staff Development Programmes


Project 1

Project 2

Project description

The training camp for young cadres of Universal Medical is aimed at helping young cadres to broaden their global vision, change their thinking mode and cultivate their management awareness, so as to further reserve core talents for key management positions and lead the development of the company.

The training for new employees is designed to help new employees recruited on campus at the headquarters to complete the change of identity and consciousness from school to workplace, familiarise themselves with the basic situation of the company, and form a basic professionalism.

Project objectives and benefits

The project takes the enhancement of leadership and party spirit as the starting point, focuses on problem analysis and solution while learning knowledge, and pays attention to how to effectively transform the learning results, so as to practically improve the leadership and management ability.

1、 Quickly integrate into the new environment: After training, we can quickly understand the company's culture, history, profile and strategy, and quickly integrate into the environment.

2、Establishing professional thinking: clarifying professional ethics, strengthening the awareness of courtesy, improving emotion management, high-performance habits and communication and expression skills, and completing the professional transformation from student to employee.

3、Standardise workplace behaviour and habits: master company rules and regulations, process norms, work skills, and establish the basic ability to perform job duties.

Employee Performance Assessment

-Type of performance assessment

1.Target management

Based on the development strategy and annual business objectives, the Company establishes the organisational and individual performance target management system under the Company to effectively align and decompose the overall objectives of the Company.

In the comprehensive evaluation of the leadership team of the Company's secondary organisations and headquarters, the evaluation of the completion of objectives such as "operational performance objectives of secondary organisations" or "strategic decoding and key task objectives" is included, and accounts for a certain proportion of the total score of the comprehensive evaluation.

2.Multi-dimensional performance assessment

The comprehensive appraisal of the leadership team of the company's second-tier organisations and headquarter departments as well as the comprehensive appraisal of individual employees include part of the evaluation of competence (i.e., 360-degree appraisal) and account for a certain portion of the total comprehensive appraisal score. In the comprehensive evaluation of individual headquarter employees, the superior managers, in accordance with the corresponding weights of management roles, rate the performance of employees.

3.Team-based performance appraisal

The company sets up a team performance contract, establishes a performance appraisal system, and specifies the composition of indicators for team appraisal. Through the annual comprehensive appraisal of the leadership team of the second-tier agencies and headquarters departments, the results of the overall team performance are comprehensively determined by integrating the three aspects of agency/departmental performance performance, party building appraisal and evaluation of competence and quality.

4.Regular dialogue and continuous feedback

The company's organisational performance feedback includes quarterly/annual evaluations of the OA strategic decoding system, and institutional appraisal feedback documents; and the employee's annual comprehensive performance appraisal programme includes personal debriefing, appraisal methods, performance feedback and communication interviews.

-Frequency of performance appraisals

The company applies different assessment frequencies based on business characteristics: based on business characteristics and accounting cycles, regular assessment reviews are conducted on a monthly, quarterly, and annual basis.

Employee Support Program

-Work stress management

In 2022, the company will purchase EAP (Employee Assistance Program) services for headquarters employees. Through consulting services, we hope to alleviate and alleviate the pressure from work and family, continuously promote everyone's physical and mental health, and maintain a good working state for employees.

Employee Satisfaction

The Company conducts an annual Employee Satisfaction Survey, which focuses on job satisfaction, clarity of purpose at work, happiness at work, and stress at work. 2022, the Company's Employee Satisfaction Survey score was 8.23 (out of 10).

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