Employee Care-ZANGGE MINING COMPANY LIMITED

Zangge Mining deeply embeds high-level corporate social responsibility (CSR) into its corporate strategy, core values, and business operations. Upholding the principle that “talent is the key driving force of corporate development”, the company fosters a diverse, empowering, and inclusive work environment, ensures compliant employment practices, protects employees’ legal rights, and establishes systematic talent development mechanisms to promote the mutual growth of employees and the company. Additionally, the company strengthens collaboration with suppliers to enhance product quality and service, actively assumes social responsibility, and works with value chain partners to advance sustainable development in both industry and local communities.

Diversity and Empowerment

We strive to create a diverse, inclusive, and equitable work environment, respecting each employee’s cultural background and individual needs. This approach stimulates creativity and potential, enabling the company to better respond to increasingly diverse and personalized market demands, thereby promoting sustainable business growth and social inclusion.

Female

Male

Employee Gender Distribution (2024)

Over 50 years old

30–50 years old

Under 30 years old

Employee Age Distribution (2024)

Ethnic minorities

Han

Employee Ethnicity Distribution (2024)

Equality and Inclusion

Zangge Mining adheres to a people-centered approach and fair employment principles. We commit to treating all employees equally, without discrimination based on nationality, gender, ethnicity, race, religion, education, or physical disability. The company strictly prohibits child labor, forced labor, workplace harassment, and bullying, striving for fair and just operations.

Localized Employee Management

The company respects local laws, regulations, religious beliefs, and cultural customs. Compensation and benefits are designed according to local living costs and standards. Employee engagement activities, including New Year celebrations and cultural events, foster trust and growth with local employees.

Protection of Women’s Rights

Zangge Mining strictly complies with the Law on the Protection of Women’s Rights and Interests of the People’s Republic of China, implementing internal policies to ensure female employees’ rights. Upholding gender equality and equal pay for equal work, the company monitors gender pay gaps, provides maternity leave, and supports female career development where feasible.

Support for Vulnerable Groups

Responding to China’s “14th Five-Year Plan” for disability protection and development, the company participates in disability employment fairs and improves employment conditions and income for disabled individuals. Zangge Mining ensures suitable working conditions, strengthens occupational safety, and helps disabled employees achieve self-value through employment.

Anti-Discrimination, Anti-Harassment, and Anti-Bullying

The company maintains a zero-tolerance policy toward workplace discrimination, bullying, and harassment. Employees can report incidents directly to the trade union, the president’s office, the internal control department, or via a dedicated complaint mailbox. Reports trigger independent and appropriate investigations to ensure timely resolution.

Talent Attraction and Retention

Zangge Mining complies with local employment and labor rights laws, optimizing recruitment mechanisms, expanding talent pipelines, and establishing career development and compensation systems. Multiple communication channels are provided to engage employees, stimulate motivation, and enhance cohesion.

Talent Attraction

Compliant Employment

Human Rights Protection

Compensation and Benefits

Communication and Engagement

Employee Development and Training

Career Development Opportunities

Talent Development

Campus Recruitment Training

Professional Skills Training

The company values diverse talent pools, actively implementing campus and social recruitment plans based on market conditions and budget, ensuring a stable and sufficient talent supply.

In the 2025 campus recruitment, Zangge Mining launched a management trainee program targeting graduates in chemistry, mining geology, mechanical and electrical engineering, civil engineering, safety and environmental protection, language, finance and law, and general management, providing high-quality employment opportunities while injecting fresh energy into the company.

Zangge Mining strictly follows the Labor Law, Trade Union Law, Law on the Protection of Women’s Rights, and regulations prohibiting child labor, as well as relevant local laws. Internal procedures such as the Employee Recruitment Management System and Labor Contract Management Regulations ensure fair, transparent, and legal employment practices. By the end of 2024, the company had been recognized for four consecutive years as an A-level compliant enterprise by Qinghai’s Human Resources and Social Security Department.

The company adheres to local laws and international standards, including the UN Universal Declaration of Human Rights, the UN Guiding Principles on Business and Human Rights, and ILO fundamental labor principles. Zangge Mining publishes its Human Rights Policy on its official website and requires suppliers and contractors to comply, ensuring sustainable business operations. No violations related to child labor or forced labor occurred during the reporting period.

Zangge Mining adopts a fair and value-driven compensation philosophy with equal pay for equal work. Competitive compensation packages, employee stock ownership plans, and non-monetary benefits allow employees to share in the company’s growth. Salary and performance management: Based on the Salary Management Measures and Senior Management Compensation and Performance Measures, employees are compensated according to annual salary, post efficiency, and special zone systems. Performance assessments follow Mercer’s International Job Evaluation methodology, informing salary adjustments, bonuses, promotions, and development. Employee benefits: Mandatory benefits (social insurance and housing fund) and additional benefits such as service length subsidies, occupational health subsidies, telecom subsidies, part-time allowances, year-end bonuses, and free meals and accommodations are provided. The company continuously improves long-term incentive mechanisms, including stock ownership plans, to enhance engagement and creativity.

Employees’ rights to freedom of association and assembly are respected. Multiple communication channels, including trade unions, employee representative committees, satisfaction surveys, internal research, and online platforms, facilitate engagement. Whistleblower protection policies encourage reporting fraud or misconduct, safeguarding reporters and addressing retaliation appropriately.

Aligned with the philosophy of “talent as the key driver of corporate development”, Zangge Mining continuously refines career development systems, internal promotion mechanisms, and tailored training programs. Training includes new graduate programs, professional skills, management and leadership development, joint external training, and academic and professional qualifications to broaden knowledge and perspectives.

Implemented systems such as the Employee Career Development Management Measures (Trial) and Post Management Measures define responsibilities, promotion paths, and career development for five functional sequences: administrative management, technical research, functional business, marketing, and production operations. Competency grading systems and job rotation practices convert skills into performance, supporting promotions and salary growth while aligning employee development with corporate strategy.

We have set phased development goals for our talent development system, focusing on employees’ career growth to build and improve the training framework. This enables employees to receive timely support at different stages of their career. The company has established training programs tailored to different levels and positions, providing targeted development opportunities for new hires, production staff, and managerial employees.

The company places great emphasis on training young professionals, including campus recruits. A 2024 training program has been developed for new graduates, aiming to improve the internal talent development mechanism. It continuously enhances graduates’ professional literacy and skills, helping them adapt quickly to the workplace.

The company organizes various production training sessions and skill competitions to enhance employees’ technical abilities and overall competence. At the same time, for non-production and non-technical roles—such as board office staff, financial media relations, and crisis management—special attention is given to improving professional skills and work literacy. Relevant training programs are actively organized to strengthen employees’ knowledge and expertise in these areas.

Can we help you find something?