Zangge Mining firmly integrates high-level Corporate Social Responsibility (CSR) into its corporate strategy, core values, and operational practices. Upholding the principle that "talent is the key driving force for corporate development", the Company is dedicated to creating a diverse, empowering, and inclusive working environment. This commitment not only ensures compliance with employment regulations but also safeguards employees' legitimate rights and interests. By establishing a systematic talent development framework, Zangge Mining promotes mutual growth for both employees and the organization. Moreover, Zangge Mining enhances collaborative partnerships with suppliers to elevate product quality and service excellence. As a socially responsible enterprise, Zangge Mining proactively embraces its social responsibilities while partnering with value chain stakeholders to promote sustainable development in both industry and community contexts.
Diversity-Driven Empowerment
Zangge Mining is wholeheartedly committed to creating a working environment that is diverse, inclusive, and equitable. The Company places a high premium on fully respecting the cultural backgrounds and individual needs of every employee, recognizing that this respect is a powerful catalyst for igniting creativity and unleashing the potential of its workforce. By nurturing such a workplace culture, Zangge Mining positions itself to swiftly and effectively identify and meet the increasingly diverse and personalized demands of the market, while promoting sustainable development and social diversity and inclusivity.
Equity and Inclusion
Zangge Mining is committed to a peopleoriented approach and adheres to fair employment principles, ensuring equal treatment for all employees regardless of nationality, gender, ethnicity, race, religion, education background, or physical disabilities in all aspects of recruitment, compensation, and promotion. The Company has a strict zero-tolerance policy against child labor, forced labor, workplace harassment, and bullying to maintain equitable and just operational management practices.
Talent Introduction and Retention
Zangge Mining strictly adheres to employment and labor rights regulations in its operational areas, continuously optimizing its compliant employment management mechanisms and expanding talent recruitment channels in alignment with corporate strategy and business needs. Additionally, the Company formulates and enhances its employee career development management system as well as its remuneration and benefits system, providing diverse communication channels to stimulate employee enthusiasm for their work and strengthen corporate cohesion.
Talent Attraction
Zangge Mining values the development of a diversified talent pipeline and continuously promotes the recruitment of diverse talents. Based on market conditions and the manpower cost budget, the Company actively plans its campus and social recruitment efforts to ensure a sufficient reserve of external candidates, thereby maintaining the stability of its talent pool.
Compliant Employment
Zangge Mining strictly adheres to the Labor Law of the PRC, the Trade Union Law of the PRC, the Law of the PRC on the Protection of Rights and Interests of Women, the Regulations on the Prohibition of the Employment of Children, as well as relevant laws and regulations in the locations where it operates. The Company has formulated and implemented the Employee Recruitment Management System and the Labor Contract Management Regulations, rigorously following legal procedures and company management systems in labor management processes such as recruitment, renewal, termination, and dissolution of employment relationships, ensuring that these processes are open, fair, and impartial.
Zangge Mining has consecutively been recognized as a Grade-A Labor Law-Abiding and Credible Enterprise by the Qinghai Provincial Department of Human Resources and Social Security for 4 years.
Human Rights Protection
The Company strictly complies with all applicable laws and regulations in its operational jurisdictions and adheres to international human rights instruments, including the United Nations Universal Declaration of Human Rights, the United Nations Guiding Principles on Business and Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work, and the Voluntary Principles on Security and Human Rights. We have formulated and published the Human Rights Policy on our official website to promote human rights protection across our operations, suppliers, contractors, and all other partners, thereby achieving sustainable business operations. During the reporting period, the Company did not experience any human rights violations related to child labor, forced labor, etc.
Remuneration and Benefits
Zangge Mining adheres to the remuneration principles of "fairness and justice", as well as "value embodiment", in accordance with the principle of equal pay for equal work. The Company implements a market-competitive remuneration and benefits system at its operational locations and has introduced employee shareholding incentives along with other non-salary benefits to share the achievements of the Company's development with its employees.
Compensation and Performance Management:In accordance with the Remuneration Management Measures and the Remuneration and Performance Management Measures for Senior Management Personnel, the Company has established three compensation structures, including an annual salary system, a position-based performance system, and a special talent compensation system. Based on job classification, position evaluation, and performance management, we determine compensation by aligning it with the relative value of positions as well as the competency and performance of incumbents. Employee performance assessments are conducted in accordance with the Mercer International Position Evaluation (IPE) System to ensure standardized, objective, and comprehensive evaluations. The results of these assessments are systematically applied to salary adjustments, performance bonuses, promotions, and career development opportunities.
Employee Benefit Packages:Zangge Mining closely monitors employees' needs in both their work and personal lives. The Company strictly implements statutory benefits, including the Five Social Insurances and One Housing Fund (endowment insurance, medical insurance, unemployment insurance, work-related injury insurance, maternity insurance, and the housing provident fund), as well as marriage leave, maternity leave, paternity leave, and bereavement leave. In addition to these statutory benefits, the Company offers a range of supplementary benefits such as length of service allowances, occupational health subsidies, communication allowances, part-time job subsidies, annual bonuses at yearend, and free accommodation and meals. We continuously refine and enhance our employee welfare system with flexibility to meet diverse needs. Furthermore, we continuously optimize our long-term incentive mechanisms and implement an employee shareholding plan to comprehensively enhance employees' enthusiasm for their work and foster their creativity.
Communication and Engagement
Zangge Mining respects employees' rights to freedom of assembly and association in accordance with the law. We attach great importance to communicating with employees and have established various channels and forms of employee communication, including the Trade Union and Workers' Congress, employee satisfaction surveys, internal management research, and digital employee communication platforms. These mechanisms actively solicit employee feedback to enhance workplace satisfaction and foster a sense of belonging among employees. Furthermore, the Company continuously refines its employee grievance protection mechanisms by formulating the Whistleblower Protection Policy. This policy encourages employees and stakeholders to report any suspected fraud, corruption, or actions they reasonably believe to be detrimental to the Company's interests. The Company safeguards the legitimate rights of whistleblowers and promises to promptly investigate and seriously address any threats or retaliatory actions directed at them.
Employee Development and Training
Guided by the philosophy that "talent is the cornerstone of corporate growth", Zangge Mining continuously refines its career development framework and internal promotion mechanisms. In addition, based on business needs and employees' demands, the Company considers employees' career development stages, work priorities, and challenges. We have formulated diverse talent development systems and employee training programs that include campus recruitment training, professional skills training, management and leadership development training, joint programs with external institutions, as well as further education and professional qualification enhancement. These efforts aim to help employees enrich their professional knowledge and expand their horizons.
Career Development Space
Zangge Mining has formulated and implemented the Employee Career Development Management Measures (Trial) and the Position Management Measures, along with other career development management systems. These systems outline the job responsibilities, promotion mechanisms, and career development paths for five functional areas: administration, technical research, functional business, marketing, and production operations. The Company also continues to optimize the vocational ability rating mechanism to encourage employees to translate their knowledge and skills into performance, facilitating promotions and salary increases. Additionally, Zangge Mining has established clear guidelines and procedures for staff transfers and secondments. In alignment with strategic planning, operational needs, organizational restructuring, and changes in workforce size, the Company makes timely adjustments to job roles to foster mutual growth for both employees and the organization.
Talent Training
Zangge Mining has established staged development objectives for its talent training system, which is designed to align with employees' career development needs and ensure that they receive timely training support at each stage of their careers. The Company has implemented tailored employee training programs for various job levels and positions, offering targeted training and development opportunities for new hires, production employees, and management personnel.
Campus Recruitment Development Program
The Company places a high priority on training workplace newcomers, including campus recruits. It has developed the 2024 Campus Recruitment Development Program, and enhanced internal talent cultivation mechanisms. This program aims to continuously improve graduates' professional competencies and technical skills, facilitating their rapid integration into the workplace environment.
Professional Skills Training
The Company conducts a variety of professional skills training programs and labor skills competitions aimed at enhancing employees' skill levels and overall competencies. Additionally, Zangge Mining places a high priority on the skill development and professional competency enhancement of non-production and non-technical employees, such as those in the Board Office, financial media relations, and crisis public relations. The Company actively organizes targeted training programs to strengthen their knowledge acquisition and mastery in these specialized areas.
