Basic introduction of “CHINT Global Gender Equality Statement”
Since joining the United Nations Global Compact (UNGC) in 2021, CHINT has always believed that the promotion of gender equality is essential to achieving the 17 Sustainable Development Goals (SDGs). CHINT joined “UNGC Forward Faster Initiative” in 2023 and is an active participant in the UNGC Targeted Gender Equality Accelerator (TGE). In order to further practice the “TGE and Forward Faster” and strive to achieve gender equality by 2030, CHINT has launched the “CHINT Global Gender Equality Statement” (CHINT Global) in 2024.
Past Practices
1.Promoting Employee Diversity and Opposing Gender Discrimination
We provide equal opportunities for all employees and have established a "zero-discrimination" recruitment and promotion mechanism to create a non-discriminatory work environment and build a diverse workforce. The company continues to train female managers and encourage the continuous development of women.
2.Promoting female leadership at all levels
The average annual income ratio of male to female employees is 6:4 in CHINT. 30% of management leaders are women, and we have already developed female cadres in areas such as photovoltaic technology and overseas sales. In addition, we encourage our partners and supply chain members to work together towards gender equality.
3.Care for employees and their families
CHINT has designed an employee care program. In addition to ensure that our employees
enjoy paid maternity leave (158 days) as stipulated by national and local regulations, we also provide "one hour early departure" leave for female employees with infants under the age of one, and "parental leave" for 10 days per year for employees with infants under the age of three. "We also provide 10 days of parental leave per year for employees with children under the age of three, offer specific employee care for breastfeeding employees, and provide a mother and baby room for new mothers. In addition, we have adopted a flexible working mechanism to encourage flexible working arrangements, provide employees with high-temperature allowances and regular medical check-ups.
4.Creating an open, inclusive, and secure company culture
We operate in more than 140 countries and regions around the world. We insist on equal pay for equal work, zero tolerance for violence and sexual harassment, etc., and create an open, inclusive and safe company culture through strict internal supervision and continuous education and awareness-raising activities. In addition, we have established an anonymous complaint channel (email: esg@chint.com) to receive cases of alleged discrimination, violence and sexual harassment, to screen whether the complaints are substantiated and, if necessary, to conduct investigations and deal with them internally, or even to refer them to the judiciary.
5.Sharing our knowledge and experience
CHINT has been selected as one of the " Top Employers China " by the Top Employers Institute for two consecutive years. We regularly organize performance surveys and annual employee seminars to strengthen communication between upper and lower levels and listen to the ideas of every employee. In addition, the company actively cooperates with the UNGC to embed diversity and inclusiveness into its operations and culture through various events, high-level roundtable forums and other content outputs.
